我国职业经理人薪酬激励机制研究.docVIP

我国职业经理人薪酬激励机制研究 我国职业经理人薪酬激励机制研究 中 文 摘 要题,将如下展开思路:首先为讨论提供有关的理论基础,阐述为什么要进行薪酬激励, 并且为怎样激励安置一条逻辑主线。 并 分析了我国职业经理人的薪酬激励的现状及问题, 文章结合具体情况, 接下来, 本文的主要创新 从而提出进一步完善的建议。 模式在我国的实践情况以及出现的问题, 二是提 设计企业内外指标相结合新的年薪制方案; 一是改进传统年薪制方案, 点包括: 除了以上提到的 作为一个完整的薪酬体系, 当然, 出与市场指数挂钩的股票期权方案。 文章对此进 保障收益激励和精神激励, 还包括职位消费激励、 两种主要激励方式以外, 行了简要的补充分析,从而为职业经理人的薪酬激励机制构建了一个较为完整的框架。 企业生命周期等众多因素综合决定 规模、 选择什么样的薪酬组合是由企业的体制、 的。要扭转当前热衷于股票期权、并似将改革的希望全部寄托于这一方案解决的倾向, 不同企业应量身定做适合自己的薪酬激励方式,避免盲目追风。 最后,是作者对薪酬激励问题研究的总结和展望。 [关键词 ]:职业经理人薪酬 激励机制年薪制股权激励 ABSTRACT 1 通过目前较热的年薪制和股票期权的研究为我国的实践操作提供参考意见, 分析这两种 本文的中心问题是对我国职业经理人的薪酬激励机制作一个探讨。 为了解决这一问我国职业经理人薪酬激励机制研究 This paper mainly aims to study how to provide the compensation incentive for professional executive in China. Firstly, some related theories are introduced to indicate why to do and how to do on the whole Secondly, by analyzing the present conditions of the professional executive’s compensation incentive in China, The thesis discussed the necessity of compensation stimulation. Then the paper emphasizes on the two models ? annual salary system and stock incentive project, and explains the practices in China, the advantages and disadvantages of the models. Basing on the analysis, some feasible advices are put forward for our practice. Original ideas of this paper mainly include two aspects, one is to innovatively design the promoting pattern of annual-salary system based on EVA, another is to educe new executive stock option ESO model which combines certain market index Besides the two models, the paper briefs on other compensation incentive’s patterns, such as position consume project and security income project, so that a complete compensation system for the professional managers is set up In the following , how to combine these incentive models, it is decided by company system 、 scale 、 development phases and so on , ESO isn’t the only best way. Different enterprise should design different incentive model according to company’s