Research On The Problems And Countermeasures Of Employees' Salary Distribution In State-owned Enterprises

Our plan is mentioned in the "13th Five-Year":in 2020 the per capita income of urban and rural residents,to achieve more than doubled in 2010.This plan makes the salary distribution one of the hot topics.The state owned enterprises are the mainstay of our national economy and the role of the mainstay in the national economy,which is related to the healthy and orderly development of our national economy.In addition,China's economy and the world economy have become an inseparable whole.Because of this,human resource management,as an important function of the enterprise,can be paid more and more attention by the global business community.In China,the competition for talents is more and more intense.Under this situation,salary management as a system of stimulating talents and revitalizing talents shows that the older the more important role it is.However,many state-owned enterprises salary management system is constrained by traditional ideas,still using the old internal management structure,there are different degrees of power shortage,lack of vitality,efficiency is not high,especially the lack of vitality,state-owned enterprises is the most prominent problem of the salary distribution system has been unable to adapt to the changing survival competitive environment.For the enterprise,the salary management system is an important factor that affects the vitality of the enterprise.It is necessary to revitalize the vitality of the enterprise,and the reform of the salary distribution is the key,which is also related to the healthy and orderly development of our national economy.In addition,the particularity of the public characteristic of state-owned enterprises"feelings" and the property rights of state-owned enterprises,the salary distribution in state-owned enterprises with social sensitivity,affects the social democratic society is nervous,distributive justice of the vane,people tend to pay employees of state-owned enterprises with social justice as a sense of judgment according to one of the influence of our country the construction of a harmonious and stable society.Therefore,the construction of the salary and distribution system of the employees of the state-owned enterprises should not only make the employees feel satisfied,but also be recognized by the public.Because if the social inequity caused by the result of salary distribution and the income gap of social interest class,it will easily lead to a series of contradictions,resulting in the emergence of social instability factors.Therefore,the salary distribution of state-owned enterprises is not entirely governed by internal governance,and its regulation is not regulated by internal leaders or employees,but rather regulated by external society.Therefore,how to strictly plan and supervise the dividend distribution of state-owned enterprises and enhance public satisfaction through government policies and regulations is a key task for government departments to improve public management level.Meanwhile,the establishment of a reasonable and orderly salary distribution system for state-owned enterprises is not only related to the sustainable development of enterprises,but also to the sustainable development of a region and a country.The nineteen major reports of the Communist Party of China put forward that we should continue to adhere to the concept of shared development,and the income of low and middle income groups has also become one of the concerns.The construction of internal staff compensation management system is more closely related to the fairness of most of the people in the society.Based on this,this paper takes the state-owned enterprises staff salary distribution problems and optimization measures for research,firstly,the research background,significance,domestic and international compensation distributive justice of the research status and methods to proceed;secondly the theoretical explanation of the salary distribution,including the interpretation of connotation of state-owned enterprise employees salary distribution and extension.The basic standard of state-owned enterprise staff salary distribution and the overview of related expectancy theory,equity theory and procedural justice theory;the re-introduction of A enterprise as an example,describes the current situation of employee salary distribution of A enterprises,respectively from the starting point,distribution allocation procedures,the allocation results in three aspects of the existing problems,and analyzes the causes;then,learn from some advanced experience and Inspiration of western enterprise salary system;and then put forward the optimization of state-owned enterprises in the fifth part.Finally,the conclusion concludes the whole paper,hoping to contribute to the research on the construction of the salary distribution system of state-owned enterprises.