基于胜任力模型的国企高管激励体系构建
发布时间：2018-08-31 18:09
【摘要】：中国国企高管的激励体系一直是一个尴尬的问题,一方面国家出台"限薪令",对国企高管无疑是一种积极性的打击;另一方面国家也亟需要国企高管发挥其企业领导力,带领国企走出经营不善、发展疲软的困境。因此,国企高管的激励体系建设成为一个重要的问题。传统研究中多从内部激励、外部激励,或者正激励、负激励等方面入手,虽然也取得了一定成效,但是仍然不足以成为一套较为完整的激励体系。本文试图采用人力资源管理的重要工具——胜任力模型作为切入点,通过实证分析得出中国国企高管的胜任力模型,包括客户服务能力、业务知识能力、人际沟通能力、团队管理能力和心理调试能力五个方面的素质能力,通过引入胜任力模型,建立绩效激励、薪酬激励、培训激励和晋升激励四位一体的国企高管激励体系,以期对国企高管自身的发展和国有企业的发展有所裨益。
[Abstract]:The incentive system for senior executives in China's state-owned enterprises has always been an awkward issue.On the one hand, the introduction of a "pay restraint order" by the state is undoubtedly a positive blow to the executives of state-owned enterprises; on the other hand, the country also urgently needs the executives of state-owned enterprises to give play to their corporate leadership. Leading state-owned enterprises out of the difficult position of poor management and weak development. Therefore, the construction of the state-owned executives incentive system has become an important issue. The traditional research mainly starts with internal incentive, external incentive, positive incentive, negative incentive and so on. Although some achievements have been made, it is still not enough to become a relatively complete incentive system. This paper attempts to use competency model, an important tool of human resource management, as a breakthrough point. Through empirical analysis, the competency model of Chinese state-owned enterprise executives is obtained, including customer service ability, business knowledge ability, interpersonal communication ability. Through the introduction of competency model, the system of performance incentive, salary incentive, training incentive and promotion incentive is established, which is composed of four parts: team management ability and psychological debugging ability. In order to state-owned executives themselves and the development of state-owned enterprises to benefit.
【作者单位】： 廊坊师范学院管理学院;
【分类号】：F276.1;F272.92
[Abstract]:The incentive system for senior executives in China's state-owned enterprises has always been an awkward issue.On the one hand, the introduction of a "pay restraint order" by the state is undoubtedly a positive blow to the executives of state-owned enterprises; on the other hand, the country also urgently needs the executives of state-owned enterprises to give play to their corporate leadership. Leading state-owned enterprises out of the difficult position of poor management and weak development. Therefore, the construction of the state-owned executives incentive system has become an important issue. The traditional research mainly starts with internal incentive, external incentive, positive incentive, negative incentive and so on. Although some achievements have been made, it is still not enough to become a relatively complete incentive system. This paper attempts to use competency model, an important tool of human resource management, as a breakthrough point. Through empirical analysis, the competency model of Chinese state-owned enterprise executives is obtained, including customer service ability, business knowledge ability, interpersonal communication ability. Through the introduction of competency model, the system of performance incentive, salary incentive, training incentive and promotion incentive is established, which is composed of four parts: team management ability and psychological debugging ability. In order to state-owned executives themselves and the development of state-owned enterprises to benefit.
【作者单位】： 廊坊师范学院管理学院;
【分类号】：F276.1;F272.92
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