辽宁国有企业实施年薪制的问题与对策

Problems with Liaoning State-owned Enterprises in Carrying out the System of Annual Salary and Their Countermeasures

辽宁国有企业对经营者实施年薪制积累了很多经验,但也存在不少问题。年薪制对经营者的激励力度不够,易导致经营决策的短期性,对年薪的考核标准缺乏规范性和科学性。进一步完善年薪制相关制度、建立更合理的考核标准是当务之急。在实践中,应结合我国企业实际,尽快试行国企经营者股票期权制激励,从根本上解决经营者的短期行为和企业长期发展的矛盾。

The State-owned enterprises of Liaoning have accumulated a lot of experiences in implementing the system of annual salary to operators, but there still exist many problems. This stimulation dynamism of the annual salary system to operators is deficient, which is apt to cause business decisions to last shorter time and the assessment criteria of the annual salary is less regulatory and scientific. So it is the task of top priority to perfect the relevant systems of the annual salary system, and set up more rational assessment criteria. Based on the practical conditions of the enterprises, it is urgent to try the system of executive stock option to operators of state-owned enterprises and fundamentally solve the contradiction between operator's acts and efforts for expediency and enterprise' long-term development as soon as possible.