What are the problems of traditional compensation strategy in compensation management

In the more than 20 years after 1978, the enterprise with the economic development situation and competitive characteristics of the change, and constantly carry out new pay system reform, especially in the early 21st century, various forms of pay reform program has been introduced, so that the enterprise's payroll management gradually towards maturity. However, there are still a series of unavoidable problems in the reform of the income distribution system of state-owned enterprises.

(1) The government and enterprises are not separated, and the government intervenes in the payroll management of enterprises.

(2) Serious egalitarianism.

(3) The incentive and constraint mechanism of enterprise managers is not sound, and the value of human capital has not been duly reflected.

(4) there is no work analysis job identification system, so that the enterprise in the assessment of promotion and operational standards without standards, it is difficult to have advanced and reasonable work quota and compensation system.

(5) the lack of flexibility in the design of benefits, the nature of occupational welfare alienation.