航天锐特科技公司经营者年薪制研究

发布时间：2018-01-09 07:06

本文关键词：航天锐特科技公司经营者年薪制研究　出处：《华北电力大学》2013年硕士论文　论文类型：学位论文

【摘要】：我国在加入WTO后又在2010年成为了世界第二大经济体,我国大部分濒临倒闭的国有企业也乘着改革的东风经过二次创业蓬勃发展起来,并逐步由国内市场走向了国际市场。毫无疑问,这对我国的经济发展是最大利好的消息。但是,我们不能一味的只看到好的发展势头,而忽略其潜在危机,我们应该居安思危,应该注意到我国的国有企业在茁壮发展的同时也面临着国内外日益激烈的竞争,而且这种竞争愈演愈烈。透过现象看本质,企业之间的竞争实质上是人才的竞争,而企业经营者作为掌管企业日常经营事务的人,无疑是对企业发展起关键性作用的人才。因此,企业建立怎样的经营者激励与约束机制?如何通过激励与约束机制极大的发掘经营者的潜能,提高经营者的积极性?成为我国国有企业急需解决的重要问题。随着社会主义市场经济体制的建立和完善,国企建立了现代企业管理制度,这种与国际通行的企业治理模式的接轨让经营者年薪制顺势而生。本文从国有企业经营者年薪制的理论基础出发,结合实证研究,以航天锐特科技公司为例研究其经营者年薪制的实施,通过分析企业经营者报酬现有模式,发现其经营者年薪制存在的问题,在此基础上提出了该企业经营者年薪制优化的基本思路和完善绩效管理配套机制的一些建议,构建了基于EVA和平衡计分卡的经营者年薪制模型,形成了一套适合该企业现阶段发展的经营者年薪制方案。以便使该公司经营者年薪制在运行过程中能真正起到对经营者的激励、约束作用,既能避免企业高端人才流失,又能让企业资产保值增值。
[Abstract]:After joining WTO, China became the second largest economy in the world in 2010, and most of the state-owned enterprises which were on the verge of bankruptcy also took advantage of the reform to develop vigorously through the second venture. And gradually from the domestic market to the international market. There is no doubt that this is the greatest good news for China's economic development. However, we can not blindly see the good momentum of development, and ignore its potential crisis. We should raise our vigilance, we should pay attention to our state-owned enterprises in the healthy development of the same time is also facing increasingly fierce competition at home and abroad, and this kind of competition intensified. Through the phenomenon to see the essence. The competition among enterprises is essentially the competition of talents, and the managers of enterprises, as the people in charge of the daily business affairs of enterprises, are undoubtedly the talents who play a key role in the development of enterprises. What kind of incentive and restraint mechanism is established by the enterprise? How to greatly explore the potential of managers through incentive and restraint mechanism, and improve the enthusiasm of operators? With the establishment and perfection of the socialist market economy system, the state-owned enterprises have established the modern enterprise management system. This with the international common corporate governance model so that the operators of the annual salary system. Based on the theoretical basis of the annual salary system of the managers of state-owned enterprises and the empirical research, this paper takes the Aerospace Reuter Science and Technology Company as an example to study the implementation of the annual salary system of the operators, and analyzes the existing model of the managers' remuneration. On the basis of finding out the problems existing in the annual salary system of the operators, the paper puts forward the basic ideas of optimizing the annual salary system of the operators and some suggestions on how to improve the supporting mechanism of performance management. The model of annual salary system based on EVA and balanced scorecard is constructed. In order to make the annual salary system of the operators play a real role of incentive and restraint in the process of operation, a set of annual salary system is formed which is suitable for the development of the enterprise at the present stage in order to make the annual salary system of the operators play a real role in encouraging and restricting the operators. Can not only avoid the loss of high-end enterprise talent, but also to maintain and increase the value of enterprise assets.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.5

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