中小企業經營者報酬機制研究--人力資源管理畢業論文

人力資源論文編號:RL011 字數:26156,頁數:38  本篇論文包含任務書,開題報告,論文,文獻綜述,外文翻譯,等  

目  錄
一  緒論............................................. 1
二  經營者薪酬理論研究回顧............................3
（一）相關概念界定 ..................................3
（二） 經營者的一般薪酬結構和薪酬激勵理論 ............4
1. 經營者一般薪酬結構.................................4
2. 企業經營者薪酬激勵及激勵約束理論回顧...............5
3. 經營者薪酬激勵與企業績效關系理論回顧...............7
三  國內外企業經營者薪酬制度綜述......................9
（一）國外企業經營者薪酬制度綜述 .................... 9
1. 美國企業經營者薪酬激勵模式及特點 ................. 9
2. 日本企業經營者薪酬激勵模式及特點 .................10
（二）我國企業經營者薪酬狀況 ........................11
1. 我國現有企業經營者薪酬模式 .......................11
2. 我國企業經營者薪酬現狀分析 .......................12
四  長江科技集團有限公司經營者薪酬案例分析...........14
（一）樣本公司介紹...................................14
（二）樣本公司經營者薪酬結構及相應指標介紹...........15
（三）案例計算：以現有模式計算經營者收入............ 21
（四）對現有經營者薪酬體系的分析和評價.............  23
（五）構建新的企業經營者薪酬模式.....................24
1. 長江集團企業經營者薪酬設計原則....................24
2. 企業經營者薪酬模式構建........................... 26
（六）新經營者薪酬體系分析 ......................... 29
五  總結 ........................................... 31
（一）本文的研究特色...............................  31
（二）研究的不足與建議 ............................. 31
致  謝.............................................  33
參考文獻 34

摘  要
隨著我國社會主義市場經濟的不斷發展以及我國加入WTO，我國企業發展也進入了一個全新的時期，同時面臨著巨大的生存壓力。企業經營者是企業發展的掌控者，關系到企業的興衰成敗。要想在這個競爭日益激勵的市場中得以生存和發展，企業經營者就必須付出更大的努力，以獲得更好的企業效益，增強企業的生存能力、競爭能力。所以，在市場經濟條件下，必須有一種機制對經營者的行為進行激勵和約束，以保障企業效益的最大化，同時能夠滿足經營者的自身利益的最大化。綜合國內外成功企業的經驗，對企業經營者采取成功的薪酬激勵，可以有效的促使經營者工作的積極性，為企業創造更好的績效。
本文主要立足于國內外學者對經營者薪酬激勵與經營者薪酬模型的研究，總結經營者薪酬與經營者薪酬激勵的相關理論，通過對國內外經營者薪酬模式的比較，分析我國經營者薪酬的現狀以及存在的問題，并采取案例研究法，通過對長江科技集團經營者薪酬體系的研究分析，以及針對長江科技集團現有薪酬結構的優化體系的建立，尋找合適中國大部分中小企業的經營者薪酬模型。本文提出建立以年薪制為基礎，以長期激勵——經營者持股為主，結合在職消費、養老計劃等組成經營者的薪酬模型，達到經營者與所有者的共贏，實現企業效益。

關鍵詞：薪酬；經營者；經營者薪酬；長期激勵

ABSTRACT
With the continuous development of Chinese socialist market economy and China's accession to the WTO, Chinese enterprises’ development has entered a new period, and also facing enormous pressure to survive. The Managerss are in charge of enterprises’ development, which relates to the enterprises’ success or failure. The Managerss must make greater efforts to survive and develop in this increasingly competitive markets, which can get more benefits and improve the enterprises’ viability, competitiveness. Therefore, under the market economy, there must be a system that incentivizes and restricts the Managerss’ behaviors so as to maximize the enterprises’ and the Managerss’ benefits. According to the experience of the successful enterprises at home and broad, carrying out the policy of incentive pay for the Managerss can effectively promote the Managerss’ enthusiasm to create better contribution.
Based on the study of incentive pay and pay model for the Managerss made by domestic and foreign scholars, this thesis summarizes some theories relating to incentive pay and pay model for the Managerss by comparing the pay models at home and broad. It analyzes the current situation and problems of the pay for Managerss in China. By the case analysis, it analyzes the pay for Managerss system of Yinjiang technology company. Then it find out through the research about the pay for Managerss system of Yinjiang technology company, And focused on the establishment of the optimization system of the existing salary structure to find  out a suitable pay model for China's SMEs. And science and technology for BOC Group's existing salary structure of the system of optimization, Most of China's SMEs to find suitable Managerss pay model. This paper proposed the establishment of the annual salary system as the basis, long-term incentive – the Managerss mainly paid by shareholdings, with in-service consumption, and pension plans, and other pay model for Managerss. So as to gain a win-win situation for the owner and Managers as well as the efficiency of enterprises.

Keywords：Pay ；Managers；pay for Managers；long-term incentive