【文章內(nèi)容簡(jiǎn)介】 overall. 19801984 annual ine of $ operators only, 19851993, the proportion of the yuan has reached %, and in 1994 and 1999 million yuan, while the proportion of ine, the recent % level of wage ine growth operator is accelerated, and in 2006, has disclosed 1254 listed panies, the total annual of senior executives billion yuan, personal average salary for million yuan, in 2005 annual average million executives personal growth %. Operator, wage ine difference is very big. To be listed pany as an example, not including unclaimed reward managers, 1 9 September 9 years listed pany chairman for 47713 yuan, annual revenue of $380000, minimum for 1600 yuan, 1999, general average ine for the listed pany, the highest 5134 yuan RMB for 446500 3320 yuan only, the lowest. In 2006, has disclosed 1254 listed panies in highestpaid executives personal RMB, and the lowest salary only yuan, President took over 3420 difference between the two. In recent years a diverse forms of managers39。 ine. According to the survey of Chinese entrepreneurs survey system, the operator is a form of ine monthly salary, bonus, add, risk mortgages due, dividend and stock dividends, options, the housing provident etc, and adopts the stock ownership incentive forms of managers39。 ine is higher.(2) Chinese operators salary system problems with hysteresisOperator39。s salary system imperfect. The traditional salary is material, health care, not a prehensive involves all aspects of incentive, lack of longterm incentives. The incentive pensation system operators. Lack of incentive factors, such as profit sharing and stock option plan. Insufficient incentive effect, the function of the business operators, major factors affecting operator is the most prominent factor of enthusiasm. Most directly caused by insufficient incentive the reasons there are at least three solutions: no contradiction to the enterprise should not give, For stateowned enterprises, government to dare not to think, The manager can not get. The structure of salary level, operators are not reasonable enough. Fixed pensation paid less than, float. But can reflect the current performance contribution to float operator performance bonuses paid (., quarterly, etc.) play better effect, has not formed mainly form. Operators are rigid salary system, the enterprise39。s salary still stay in parison to float on the shallow, even some enterprises only clinging to a single like yearend prize this form. Operator salaries backward management. Salary management, enterprise still adopt the method of older, with the concept of planned economy management concept and lack of spirit to encourage the pensation form, can arouse the enthusiasm of operators truly, want to change the status quo, in practice, the summary, in order to further perfect, causes the enterprise to obtain the human resources of petitive advantage.Four, the operator salary management trends(a) economic pensation to the overall packages trend.Currently, the pany will pay for only monly, but actually, the economy in the work is pleted, employees, especially the operator to get more prehensive returns and reward. At present, in the developed countries has generally acrosstheboard pay concepts that can put pensation as purely economic pensation, not a single wage, salary, but economic it also includes the mental stimulation. With the improving of economic pensation for knowledge, the employee salary incentive effect will be greater. Our pany will set up the prehensive concept, will pay pensation and internal external pensation, material and spiritual encouragement and motivation of employees, and carry on the omnidirectional incentive pensation system, in order to promote the perfect, in response to the challenges of globalization talents petition.(2) to the management of humanistic management.Compared with the management, the humanist management idea for people in the role of knowledge management and more profound. With the knowledge of new ability and learning capability has bee the most prominent in the aspects of humanity. Can this management idea, emphasize including salary distribution management activities should be conducive to reflect and development ability. This requires enterprises should realize that in modern salary management system, the cost of the salary system and depends not only on spending more depending on the efficiency of the ability, based on the labor are often the most expensive cheap. Salary should not only be regarded as a kind of cost, more should be regarded as a kind of investment, one can bring the return value of investment, pay enterprise knowledge staff39。s salary should be a kind of human capital and the human cost.(3) short term incentive to longterm incentive trend.Enterprises should pay attention to the operator from shortterm incentive to longterm incentives. Shortterm properties easily lead to pay a lot of work, the operator behavior affect the sustainable development of the enterprises and longterm development strategy. In recent years, more and more enterprises have been implemented, including precipitation salary increment and stock shares performance, virtual stock plan, stock options, etc, in order to improve the longterm incentive longterm incentive effect.(4) increase satisfaction to increase loyalty trend.At present, many enterprises are faced with such confusion: enterprise often pay a high salary, but some core staff loyalty, instead of down. One of the important reasons for the salary pays attention to is just to have external petitiveness, but not enough to pay attention to the internal consistency, namely the employee salary level very seriously, but the salary structure of employees do not pay enough attention. Enterprises need to adapt to changing conditions, the need to pay attention to concern from ongoing effectiveness, pay salary strategy transformation, treat the core staff, a flexible and more humanized management syst