竞争性行业中的国企高管薪酬制度应坚持市场化原则

Executive Compensation System of State-owned Enterprises in Competitive Industries Should Adhere to Market Principles

国有企业高管的薪酬制度一直受到广泛的关注,学者们普遍认为现行的国企高管薪酬制度不尽如人意,他们基于自身的研究提出的批评和建议各不相同。本文认为,我国的国有企业大多数存在于竞争性行业,其高管的政治晋升前途有限、面临着体制外较多的岗位选择、同样需要完成一定的社会目标。针对竞争性行业中国企高管的这些特点,在制定其薪酬制度时,应使其薪酬水平具有市场竞争力,在薪酬结构中加大中长期激励的比例,建立更加完善健全的薪酬评价制度和薪酬监管机制。

The executive compensation system of state-owned enterprises has been widely discussed, scholars generally believe that the existing compensation system of executives is not satisfactory, they criticized and made suggestions based on their own study in different ways. This paper argues that the majority of China＇s state-owned enterprises are in competitive industries, these executives have limited political advancement opportunities, and they face more job opportunities outside the system, also need to complete social goals. According to the characteristics of these executives, we should make their compensation with market competitiveness, increase the proportion of the medium and long term incentive in the pay structure, establish a more complete and perfect system of compensation evaluation and compensation regulation mechanism.