职业经理人薪酬的市场化契约模型设计

A Market-oriented Model of Professional Manager's Compensation

职业经理人激励约束机制的建立与完善,决不仅是单个企业或行业内部所能解决的问题,但又不能简单地将激励约束机制进行企业内部、外部的划分。职业经理人的企业内部契约与外部契约是一个连续的、相互影响的整体,这是由其职业化阶层的性质决定的。因此,我们在对其行为进行契约设计时应将单个企业和整个经理人市场联系起来,通过这种市场化模式的设计来规范职业经理人的行为乃至人力资本的提升,最终影响职业经理人的职业生涯。

The establishment and improvement of an effective incentive and restraint mechanism for professional managers is by no means a problem that an individual enterprise can solve, neither can we separate an internal mechanism from an external one. It is determined by the nature of professional managers whose contracts with businesses and their social contracts should form a consistent continuum. Therefore, individual businesses and the whole market for professional managers should be taken into consideration when a contract is drafted, and by means of such a market-oriented model, individual professional managers＇behaviors can be normalized, and as a result the value of human capital can be increased, and ultimately the individual professional managers＇career can be influenced.