發(fā)布時(shí)間：2018-01-09 07:06

  本文關(guān)鍵詞：航天銳特科技公司經(jīng)營者年薪制研究　出處：《華北電力大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 經(jīng)營者 年薪制 平衡計(jì)分卡 經(jīng)濟(jì)增加值

【摘要】：我國在加入WTO后又在2010年成為了世界第二大經(jīng)濟(jì)體,我國大部分瀕臨倒閉的國有企業(yè)也乘著改革的東風(fēng)經(jīng)過二次創(chuàng)業(yè)蓬勃發(fā)展起來,并逐步由國內(nèi)市場(chǎng)走向了國際市場(chǎng)。毫無疑問,這對(duì)我國的經(jīng)濟(jì)發(fā)展是最大利好的消息。但是,我們不能一味的只看到好的發(fā)展勢(shì)頭,而忽略其潛在危機(jī),我們應(yīng)該居安思危,應(yīng)該注意到我國的國有企業(yè)在茁壯發(fā)展的同時(shí)也面臨著國內(nèi)外日益激烈的競(jìng)爭(zhēng),而且這種競(jìng)爭(zhēng)愈演愈烈。透過現(xiàn)象看本質(zhì),企業(yè)之間的競(jìng)爭(zhēng)實(shí)質(zhì)上是人才的競(jìng)爭(zhēng),而企業(yè)經(jīng)營者作為掌管企業(yè)日常經(jīng)營事務(wù)的人,無疑是對(duì)企業(yè)發(fā)展起關(guān)鍵性作用的人才。因此,企業(yè)建立怎樣的經(jīng)營者激勵(lì)與約束機(jī)制?如何通過激勵(lì)與約束機(jī)制極大的發(fā)掘經(jīng)營者的潛能,提高經(jīng)營者的積極性?成為我國國有企業(yè)急需解決的重要問題。隨著社會(huì)主義市場(chǎng)經(jīng)濟(jì)體制的建立和完善,國企建立了現(xiàn)代企業(yè)管理制度,這種與國際通行的企業(yè)治理模式的接軌讓經(jīng)營者年薪制順勢(shì)而生。 本文從國有企業(yè)經(jīng)營者年薪制的理論基礎(chǔ)出發(fā),結(jié)合實(shí)證研究,以航天銳特科技公司為例研究其經(jīng)營者年薪制的實(shí)施,通過分析企業(yè)經(jīng)營者報(bào)酬現(xiàn)有模式,發(fā)現(xiàn)其經(jīng)營者年薪制存在的問題,在此基礎(chǔ)上提出了該企業(yè)經(jīng)營者年薪制優(yōu)化的基本思路和完善績(jī)效管理配套機(jī)制的一些建議,構(gòu)建了基于EVA和平衡計(jì)分卡的經(jīng)營者年薪制模型,形成了一套適合該企業(yè)現(xiàn)階段發(fā)展的經(jīng)營者年薪制方案。以便使該公司經(jīng)營者年薪制在運(yùn)行過程中能真正起到對(duì)經(jīng)營者的激勵(lì)、約束作用,既能避免企業(yè)高端人才流失,又能讓企業(yè)資產(chǎn)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.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.5

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