中國國有公司在中國公司中占有很重要的一部分，跟著近幾年經濟的疾速開展，國企高層管理人員薪酬準則日益呈現嚴峻的問題，引起了許多人對薪酬體系的重視，而且也提出了許多解決辦法，這對于完善中國國企薪酬準則有著重要的意義。這篇文章擬以對近幾年國企高管與內部其他人員及其他區域人員的薪酬做一對比，發現其存在的疑問，進而尋求有利于完善體系的可行性辦法，以期對國企高管薪酬體系的豐厚提供一點幫助。依據一些查詢資料顯現，在 2010年，央企高管的均勻年薪已達34萬元，而當地國企為27.5萬元，民企高管只有21.9萬元。由此數據可見，央企高管的薪水已超出民營企也的56%。2009年的計算成果也與此類似，央企高管的均勻年薪竟高出民營公司的61%?？磥?，國企高管薪酬與其他民營公司及其他當地公司的高管薪酬存在很大的差別，要高出許多。
 
Abstract: our country state-owned enterprise occupies a very important part of in our country enterprise, with the rapid development of economy in recent years, the state-owned enterprise top management compensation system is becoming more and more serious problems, caused many people to the attention of salary system, and also put forward many solutions, it is of great significance to perfect the system of state compensation in our country. This paper intends to state executive in the recent years and other internal staff and other personnel salary, do a contrast, found its existing problems, and, in turn, to seek for the feasibility of perfecting the system of measures, in order to rich the executive compensation system of state-owned enterprises to provide a little help.
 
Key words: state-owned enterprises executive compensation system
 
I, our country state-owned enterprise top management compensation situation overview
 
According to some survey data show that in 2010, the state made an average annual salary of executives has amounted to 340000 yuan, the local state-owned enterprises is 275000 yuan, corporation executives only 219000 yuan. The data shows, state executive salary it is more than 56% of the private enterprise also. The statistical results of 2009 also similarly, made an average annual salary of executives state was 61% higher than that of private enterprises. Executive compensation and other state-owned enterprises, it seems, private enterprises and other local enterprise executive compensation existence very big difference, to a much higher.
 
Recently, some scholars in domestic extraction for nearly 40 state holding listed company, and for them in 2009 and 2009, two annual executive pay and corporate performance to the statistics, analysis of the statistical results, according to the results found that there are 18 companies executive pay and company performance is not direct proportion to the increase or decrease amplitude. In the investigation of the enterprise, nine enterprise executives in corporate profit growth to reduce or even negative growth, compensation instead of increasing trend. Among them, datang telecom performance in appeared - 373.7%, chairman and general manager Cao Bin salary from 620000 yuan to 1.13 million yuan, the growth rate has reached 82.3%.#p#分頁標題#e#
 
In addition to a survey, and through the 40 state-controlled statistical analysis of the performance of the annual report of listed companies found that the annual salary of executives and the performance of this enterprise obvious lack of correlation, has accounted for half of the total number of companies surveyed. Some enterprises benefits, compared to keep up with the annual growth to fall to 311%, the chairman of the board of directors of the annual salary rose by nearly 10%. [1] jarring phenomenon, like this can appear in the state-owned enterprises is not in recent years, and they have been accompanied by the development of the state-owned enterprises, even with its bankruptcy. For this kind of conflict with the logic of the real world, will have to cause us to our country state-owned enterprise top management compensation systems thinking.
 
Results compared with salary, for example
 
II, to our country state-owned enterprise top management compensation systems thinking
 
With the rapid development of economy in our country, the state executive compensation problem increasingly cause the attention of people, there are many unreasonable factors, and these factors have lead to many contradictions, increases social disharmonious factors. Thus caused the attention of many scholars, is generally believed that today's salary system exist many defects, and also put forward many solutions, such as under the background of the global financial crisis, countries have issued a paper "salary limit, will state executive salary cap in 2.8 million, but it is limited to only open accounts, and perhaps a lot of" grey income "us is unclear; While some scholars for senior management remuneration system reform of state-owned enterprises, but the salary system has not been able to get a good solution.
 
(1) the problems existing in the state-owned enterprise top management compensation system
 
Soes executive pay there has been a lot of serious problems, according to the survey data shows, the main problems are:
 
1. Soes executive compensation within the industry and the uneven distribution of present in different areas, and have gradually expand the trend
 
Soe distribution in various areas in China, operating various industries, but the internal distribution of executive compensation, but there are significant differences within the enterprise and between different parts of the enterprise is also very serious differences, and this gap exists the trend of widening.
 
Just in front of the survey results can be seen that different enterprises within the enterprise and compensation in different region there is a big difference. Overall, the eastern region as guangdong, jiangsu, Shanghai and other regions of the enterprise to executive pay much higher than the central and western regions; And state monopoly enterprises such as oil, electricity, the executive compensation should salary is much higher than that of the other small and medium-sized enterprises; Within the enterprise senior management personnel with other managers of the enterprise and staff salary and there's a big difference between, and the differences are also showed a trend of increasing. This problem has caused wide attention in recent years, this is a common problem existing in the state-owned enterprises.#p#分頁標題#e#
 
2. The state executive to take the money to do things out of proportion
 
Soe executives in companies with very generous treatment, but his contribution and take the salary is not. This caused a lot of people "injury", the "injured" righteousness is not because someone took millions of annual salary, is that people care more about whether the contribution which the person live up to the millions of annual salary. [2]
 
Soe executives with a high salary, but they are not responsible for work is great, some directly with state money to spend, so to speak, they are in use money to meet the needs of their people, but the most important is that they are the one with the money at the same time, but don't care about the survival of the enterprise, they as a soe executives, is equal to the workers of the country, the national money but do not assume corresponding responsibility, the enterprise benefit back even collapsed, they can just move relationship and a change of work, transferred to other units to continue as only take wages not do work. This kind of phenomenon is widespread in the soe executives thought, so they will stop requirement to squeeze into state-owned enterprises.
 
3. The state executive pay too high lead to many social contradictions
 
Because soes executive pay than other enterprise staff and other personnel within the enterprise pay higher, leading to many worker told executives high-paying very unhappy. Although many state-owned enterprises internal executives located in high position, they work extremely irresponsible, just know that with the country's money to eat, drink, and be merry, but don't ask, don't loss of the stand or fall of management state and enterprise, its treatment is staggering, some bonus income reached tens of thousands of yuan only. But ordinary staff is also a line worker but only a few thousand yuan, the staff members and executive compensation have a difference of more than a dozen times and even more, and they also can't get bonus year in and year out, even so must their furious, leading to social conflicts intensified, increase social instability.
 
Nowadays, the gap between rich and poor is widening within China, many like soe executives, holds a lot of social wealth. But the Chinese are born with "hatred" mental state, when the gap to a certain degree, more than people can control the scope of, people would be dissatisfied with the status quo, so as to make the contradiction more violent, eventually increase the instability of society.
 
(2) of our country state-owned enterprise senior management personnel salary system existence question
 
For soes executive compensation of these serious uncoordinated phenomenon, many scholars have produced the possibility of the factors made many analysis, and the reasons of the existence of these problems has made a deep thinking, after the opinions of scholars in the reference, I believe that there is a possibility of factors is as follows:#p#分頁標題#e#
 
1. The state-owned enterprise executives often associated with officialdom
 
State-owned enterprise top management there is connected with officialdom. Some executives directly produced by the government, some officials appointed by the government, they know the national policy, and "policy on the dependence of the strong" [3].
 
They there are all kinds of relations with the government, if they are in the business for the possible trouble, fundamentally different worry, because they have a backer, they can use the necessary means to avoid necessary to track down. That lead to the serious lack of positive psychology, no matter how enterprise management situation, enterprises are the state, executives don't loss for the enterprise to pay any responsibility, even if the company collapsed, after they get high salary, and place the same or executives, also with a high salary, living a comfortable life. So, although they hand high pay, but do not add value to the enterprise management, leading to some poor management of state-owned enterprises, turnover has a downward trend.
 
2. The state executive itself to have the thought of "into the state-owned enterprises, is the iron rice bowl"
 
Now, everyone knows the state-owned enterprises is a very good business, and went in, as if she had the iron rice bowl, don't need to worry about food and clothing. The reason is very simple, because the current state executive compensation standard, the vast majority are set by the enterprise, and by the authority for examination and approval. Thus, originally it was inspired by the previous mechanism of state-owned enterprises has become the executives of state-owned enterprises' 'to' distribution, causing many executives as "backyard", the state-owned enterprises take advantage of loopholes of the state-owned enterprises, they can take above not tested for their direct employees many times salary income, so some people think that they had "allegedly disguised encroach on state-owned assets". And their stable work, have the background support for them, no worries.
 
State-owned enterprises, therefore, is actually a disguised form of civil servants, enjoy high status, some people to go in, can by hook or by crook, through various channels to iron rice bowl snapped.
 
3. In the general public, also think state-owned enterprises is the best end-result
 
In many industries, the broad masses of people to choose to go, eventually left eye in the state-owned enterprises, state-owned enterprises are state-owned enterprises, but executives appointed by the state, the nature of work with the government, is some administrative affairs more, and no real experience in big risk and pressure of market competition, this is stable, and don't have to toil "iron rice bowl" just right in the middle of some people's way of thinking.#p#分頁標題#e#
 
However, they also know that it is difficult to into state-owned enterprises, or have a relationship, or rich. So they can be through the efforts of several generations, elaboration, executives believe that one day it can be packed into the door. Is due to the executive system exist on the many loopholes, led to the general public to spend more energy to seek feasible measures, efforts to squeeze into a narrow gap in the state-owned enterprises.
 
III, consummates our country state-owned enterprise senior management personnel salary system suggestion
 
Questions on how to perfect the state executive compensation system, many scholars have some own views. As early as in 2008 when the global financial crisis, some "salary limit according to the United States, and even China should also implement the Chinese version of" salary limit. But for the serious problem of executive compensation system embodied in state-owned enterprises, believe that only through the salary limit without changing the executive system, it is difficult to fundamentally solve the problem.
 
(1) strengthen the government's macroeconomic regulation and control function
 
Executives in China mostly connected with government departments, some even have the dual identity of executives and government officials, which led to the current salary system is difficult to form effective management, therefore must set a more feasible compensation system.
 
In China always adhere to the socialist road with Chinese characteristics, should give full play to the basic role of market, and to strengthen the government's macroeconomic regulation and control, so, for other enterprises for state-owned enterprises. Only "a series of macro-control policies play effect, constantly to start domestic demand, improving the international market" [4], operate to make the management of the state-owned enterprise, state-owned enterprises could be healthy development. So, the height of the state-owned enterprises only when the government regulatory scrutiny, salary system will be perfect, to make the compensation system for the establishment of more scientific and feasibility. The government should give full play to the readjustment of its guiding ability, increase the supervision of the executive compensation system in state-owned enterprises, the system, in-depth research, this paper discusses the problems existing in the needles are shown to its vulnerability in a timely manner to repair, to prevent the deepening of contradictions. Only if the government give full play to the function of their own macroeconomic regulation and control, to make state-owned enterprises executive compensation system in the right direction, to constantly replenished and rich.
 
(2) of the executive compensation system should adhere to the market-oriented reform in state-owned enterprises.
 
Nowadays, business has been increasing internationalization and globalization, state-owned enterprises but not marketization of the executive compensation of state-owned enterprises to keep up with the pace of reform, presents the obvious lag, its salary system also needs reform.#p#分頁標題#e#
 
As a result, "state executive compensation should follow the market standard: nature of state-owned enterprises is the enterprise, its operation is the foundation of the market, run the fundamental purpose is to earn a reasonable profit" [5]. So state executive compensation should be the same level and the market of other enterprise personnel salary, and the executives of state-owned enterprises salary system combined with marketization compensation, to reform. "Clear state executive selection mechanism, compensation mechanism of marketization". And the market mechanism to allow the public to see whether state executive compensation and contribution to the match, a solution to set pay executives blind divorces and pay and performance." [6]. Only so, can let the state executive compensation under exposure to markets, accept the supervision of the society and market, the real exploration can stimulate the healthy operation of state-owned enterprises.
 
(3) set up modern compensation system, optimize the structure of compensation
 
For now, the modern enterprise salary system is made up of basic pay, merit pay, profit sharing, insurance and welfare, and options of long-term incentive options were [7]. But we can change the traditional state-owned enterprises salary institution, optimize the structure of compensation, establishing modern compensation system, through integration of certain reasonable grouping, to establish more scientific and feasible compensation allocation proportion, fully enjoying the new compensation system brought about by the better incentive effect.
 
By today's state-owned enterprises enjoy different department for research, the proportion of salary system for integrating the characteristics of different levels, different work, make a reasonable analysis. We can to contribute to the performance of different personnel, can inspire different for those performance is outstanding, bring the benefits to the development of enterprise employees, can put his performance made performance wages is made, and he deserved to give more encouragement can also according to the conditions of establishing more incentive programs. At the same time, we can also according to the current pay part of the state-owned enterprises accounted for the proportion of properly adjusted, for example, can reduce the proportion of basic wages, increase the proportion of performance pay, and encourage enterprises to all employees to work harder and earn more money.
 
(4) attaches great importance to the development of long-term incentive mechanism combined with constraints
 
Today's salary incentive mechanism of state-owned enterprises have taken in our country there are serious defects, tend to be formulated by the government departments in fuel economy, and can't adapt to today's fierce market competition, also can't and the integration of open society, cannot adapt to the challenge of knowledge economy.#p#分頁標題#e#
 
Therefore, we must in the new knowledge society, develop the new compensation incentive mechanism, in order to motivate employees under the incentives to innovation, and promote the rapid development of the enterprise. "The focus of the incentive mechanism is the core and key staff" [was]. In the enterprise, therefore, to distinguish the duty of employees, for different staff incentive mechanism should be set in different, different levels of employee motivation should also be gained by the discriminating. In incentive mechanism, should pay attention to the development staff long-term public incentive mechanism, and according to the different areas of different enterprises can adopt different incentive system, it is flexible. Should be taken for the employee and enterprise directly contacted with the benefit of the incentive system, for can opinions and measures to improve the enterprise benefit, should give strong support and encouragement, and take the necessary long-term incentive measures to encourage a continuation of this kind of situation. However, this mechanism can't unlimited development, should be combined with constraints, can encourage enterprises to develop, and very well control.
 
(5) establish a remuneration committee in state-owned enterprises, strengthen internal supervision function
 
In the state-owned enterprise executive pay although now many disharmonious phenomenon, but the interior of the state-owned enterprises did not take many effective measures to solve these problems.
 
Compensation committees have been set up in many enterprises to strengthen the enterprise internal supervision of executive pay distribution system, are few and far between. So I think that in the state-owned enterprises to establish a remuneration committee to manage the internal distribution of compensation, for now is already an eyebrow urgent, only by establishing the soes remuneration committee and strengthen the supervision over executive pay and take responsibility for executive pay distribution system, to establish an open and transparent salary distribution system, and to establish the salary system of disclosure to the society, accept the supervision of the society and the citizen, listen to their reasonable opinions and Suggestions, and serious and responsible, timely reflection, make state-owned enterprises pay commission real actual effect, improve the ability of their supervision, make the soes executive pay distribution system to develop in the direction of more comprehensive.
 
In the face of executive compensation system of state-owned enterprises many serious problems, many scholars have on the profound thinking, also put forward some effective solutions.
 
I, as a college students coming to society, after seeing some relevant information, and other scholar's research, to our country state-owned enterprise top management compensation system had certain thinking, according to the system's problem, put forward personally, I think I can pay for the solution of sleep system problem some feasible measures, hope to be able to fully mobilize all aspects of the positive factors, stimulate the internal vitality of state-owned enterprises, is helpful for the perfection of the executives of state-owned enterprises salary system. In this way, our country is not only beneficial to promote the healthy development of state-owned enterprises; Can also ease between state-owned enterprises and other private enterprises and the contradiction between the broad masses of the people, is conducive to the construction of a harmonious socialist society.#p#分頁標題#e#
 
References:
 
1. Xu and state-owned enterprises. The legal regulating executive pay - from the state of our [J]. Journal of Yin, in October 2009, 22 (5).
 
2. Gougou. More important than the salary limit is perfect system [J]. Journal of contemporary social science field of vision, in 2009, no. 2.
 
3. Repair QingShan. Study of the problem of state-owned enterprise salary system [J]. Journal of jiangxi social science, 2002, 1).
 
4. Sun Bing etc. Evaluation of the state-owned enterprise salary system [J]. Journal of economic enterprises, in 2005, the 10th.
 
5. Yang Yang. Soes executive pay perspective [J]. People's BBS, June 2007.
 
6. Ding Shiqing etc. The enterprise salary system reform problems [J]. Journal of China human resources development, 2002, 6.
 
7. Development of editorial committee in the reform of the state-owned enterprises. State-owned enterprises: going [M]. China economic publishing house, 2000.
 
8. Zhang zhuoyuan editor. The state-owned enterprise reform and development [M]. Hubei people's publishing house, 2000.
 
9. Huang Haisong. A study of the problem of the reform of state-owned enterprises in China [M]. China economic publishing house, 2007.
 
10. AnRongQuan editor. The incentive constraints mechanism of the state-owned enterprisers' from the research [M]. Cambridge university press, 1999.
 
11. Pre-kindergartners. Reform crucial theory - state-owned economic reform talk about [M]. Cambridge university press, 1999.
 
12. Su Min etc. Soe reform present situation and trend [N]. The economic journal, June 13, 2000.
 
13, komi. Some thoughts on to regulating the executive compensation of state-owned enterprises in China [J]. China soft science, 2010, 1).