浅谈国企经营者薪酬设计

Elementary Introduction to the Compensation Designing of the Manager in State-owned Enterprise

受体制的影响和机制的制约,国企特别是央企经营者薪酬设计相对市场经济的发展已相当滞后,并且受到社会普遍质疑。随着市场经济的发展和国企改革的逐步深化,设计科学合理的经营者薪酬已十分关键,甚至影响社会的和谐。本文首先从国企经营者的选拔方式、企业获得经济效益的方式和目标体系考核的方式入手,分析了社会公众质疑国企高管薪酬的原因。并就如何合理设计经营者薪酬提出了以下思路:一是转换国有产权结构,使产权明晰、激励改善;二是创新激励新思路,经营者特权享受货币化;三是设立合理的高管薪酬制度;四是薪酬设计应与企业的战略目标一致;五是是积极构建经营者激励道德基础;六是积极培育经营者市场;七是是建立科学的经营者考核评价体系。

Affected by the mechanisms and institutional constraints,the compensation designing of the manager in state-owned enterprise especially in the central state-owned enterprise has been very backward relative to the development of the market economy,and questioned by society in general.With the development of market economy and the gradual deepening of SOE reform,scientific and rational design of executive ’s compensation has been very critical,and even affect the social harmony.This article begains with the way for selecting the manger of the SOE,the manner for obtaining the economic benefits and the method for assessing the target system,analyzes the reasons for executive ’ compensation that the public questioned,and puts forward the following ideas on how to design reasonably executive’s compensation：First,change the structure of state-owned property right to make the property right clear and creat incentives to improvement.Second,innovation stimulates new ideas,and it is a privilege for manager to enjoy monetization.Third,establish a reasonable system of executive’ compensation.Fourth,salary should be desighed consistent with the company’s strategic objectives.Fifth,a positive moral basis for building operators incentives.Sixth,actively develop the market of operator.Seventh,establish the scientific assessment system for operators.