摘要
为了使高级经理人员具有长期投资的战略眼光,保证最高管理层的稳定性,国有企业应实行基本薪酬+风险收入的年薪制。从我国目前国有企业实践看,比较成熟的年薪模式有五种:准公务员型模式,一揽子型模式,非持股多元化模式,持股多元化模式和分配权型模式。企业在应用这些模式时,要具体情况具体分析,选择适合自身特点的年薪模式,而不能单纯界定某种模式的优劣。
To attract senior managers＇ long-term and strategic investing insight and guarantee the stability of top-level management, stated-own enterprises should carry out annual-salary system： basic salary and risk income. From the practice of our current stated-own enterprises, a comparatively mature mode is annual-salary system containing five kinds： quasi-civil servant, one-package, non-pluralistic share-holding diversification, pluralistic share-holding, and distribution mode. When applying these modes, the enterprise need choose a certain mode according to the practical situation, not hold which one is the best or which one the worst subjectively.
出处
《商业经济》
2007年第8期90-91,111,共3页
Business & Economy
基金
哈尔滨师范大学人文社会科学研究项目<高等教育的人力资本投资对经济增长的贡献>(SM2006-26)
关键词
国有企业
高级经理人员
薪酬设计
state-owned enterprise, senior managers, salary design
