【摘要】：中國(guó)國(guó)企高管的激勵(lì)體系一直是一個(gè)尷尬的問(wèn)題,一方面國(guó)家出臺(tái)"限薪令",對(duì)國(guó)企高管無(wú)疑是一種積極性的打擊;另一方面國(guó)家也亟需要國(guó)企高管發(fā)揮其企業(yè)領(lǐng)導(dǎo)力,帶領(lǐng)國(guó)企走出經(jīng)營(yíng)不善、發(fā)展疲軟的困境。因此,國(guó)企高管的激勵(lì)體系建設(shè)成為一個(gè)重要的問(wèn)題。傳統(tǒng)研究中多從內(nèi)部激勵(lì)、外部激勵(lì),或者正激勵(lì)、負(fù)激勵(lì)等方面入手,雖然也取得了一定成效,但是仍然不足以成為一套較為完整的激勵(lì)體系。本文試圖采用人力資源管理的重要工具——?jiǎng)偃瘟δＰ妥鳛榍腥朦c(diǎn),通過(guò)實(shí)證分析得出中國(guó)國(guó)企高管的勝任力模型,包括客戶服務(wù)能力、業(yè)務(wù)知識(shí)能力、人際溝通能力、團(tuán)隊(duì)管理能力和心理調(diào)試能力五個(gè)方面的素質(zhì)能力,通過(guò)引入勝任力模型,建立績(jī)效激勵(lì)、薪酬激勵(lì)、培訓(xùn)激勵(lì)和晉升激勵(lì)四位一體的國(guó)企高管激勵(lì)體系,以期對(duì)國(guó)企高管自身的發(fā)展和國(guó)有企業(yè)的發(fā)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.
【作者單位】： 廊坊師范學(xué)院管理學(xué)院;
【分類號(hào)】：F276.1;F272.92

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本文編號(hào)：2215754