Profit Delivery Proportion,Operation Performance and Bond Rating of Agricultural State-owned Enterprises

The distribution relationship between the profits of state-owned enterprises and the state has been constantly changing with the times. From the state implementing the policy that state-owned enterprises not pay profits to the state in 1994 to the constant growth of stateowned enterprises in the 21st century,their profits have become more and more abundant. Until 2007,the state issued a document stipulates that the state-owned enterprises should pay part of their profits to the state,but at the initial stage of trial implementation of the policy,the implementation was not effective,and finally in 2010 the state officially announced the collection of profits from state-owned enterprises and increased the proportion of collection. From the perspective of agricultural state-owned enterprises,using the difference-in-difference( DID)model,this paper studied the state policy of increasing the profit delivery proportion of state-owned enterprises in 2020. Through CSMAR database,we selected agricultural state-owned listed companies in the 2008-2013 as samples,tested the impact of the implementation of the new policy in 2010 on the operation performance of agricultural state-owned enterprises,evaluated the implementation effect of the policy through comparing the operation performance before and after the policy,and explored whether the policy has an impact on the bond rating. Through empirical research,it found that increasing the profit delivery proportion of state-owned enterprises is helpful for improving the operation performance of state-owned enterprises and improving the quality of bond ratings,and this policy has more prominent effects on stimulating the performance of monopolistic state-owned enterprises. Therefore,collection of some profits from state-owned enterprises can promote better development of state-owned enterprises and also benefit both the state and the people.

Effect of Employees’ Pay-performance Sensitivity on Future Firm Performance: Evidence from State-owned Listed Enterprises in China over 2007-2015

Taking a balanced panel data consisting of 4365 firm-year observations drawn from the listed state-owned enterprises in Shanghai and Shenzhen Stock Exchange over 2007-2015 as the research sample,the paper examines the effect of the employees’pay-performance sensitivity(PPS)on the future firm performance from the two competing perspectives of“incentive effect”and“risk-aversion effect”,adopting the method of multiple regression analysis based on OLS and applying the SPSS23 as the data processing tool.Theoretical analysis and empirical results demonstrate that there is a positive link between the employees’PPS and the future firm performance.To improve the employees’PPS can stimulate the engagement of the employees,improve their working quality,enrich their workplace innovative behavior,and further lead to higher future firm performance.Meanwhile,the positive effect of the employees’PPS on the future firm performance is,on average,lower than that of the top executives’PPS on the future firm performance.Implications of the findings are provided in the end.

Research on the relationship between strategic leadership of senior managers of state-owned enterprises and business performance

Performance management has become a competitive advantage of enterprises to cultivate core competitiveness of strategic initiatives, but how to act performance management out scientifically has been difficult. An unclear understanding of the various issues often results in improper handling counterproductive. Thus, we should analyze human resource performance management problems and their causes, and only on this basis can we establish and implement effective hunlan resource management system dynamic performance during the difficulties and the main factors that should be considered to elaborate.

Research on Financial Performance of State-owned Enterprise Mixed Ownership Reform

Mixed ownership is an important form of realization of China＇s economic system reform and development, and it is also the main direction of state-owned enterprise reform. In order to further promote the deepening of the reform of mixed ownership, this paper randomly selects 200 listed state-owned enterprises as research objects, and studies the trends of the financial performance of these enterprises from the mixed state-owned enterprises and non-mixed-modification enterprises in the five years from 2013 to 2017, and compares their various trends. Financial indicators, a comprehensive evaluation of the problems and causes in the reform of the mixed ownership system, and then propose countermeasures to further deepen the reform of mixed ownership based on the research conclusions.

Research on evaluation model of technology innovation ability of state-owned enterprises in northeast industry base

The paper viewed the current problem that state-owned enterprises in northeast industry base hadn＇t technologies of their own intellectual property right, whose sources mainly depended on imitation and introduction from abroad. Operational evaluation method and index criteria system of enterprises technology innovation ability were put forward in this paper, different enterprises may revise the model according to their actual situations to evaluate the enterprise technological innovation ability scientifically and quickly. The findings will be helpful to correlative departments to formulate the related policies and also has important theoretical and practical value in technological innovation project of enterprise.

Thoughts on Stimulating the Employee’s Work Efficiency in State-Owned Enterprises

State-owned enterprises are the basic guarantee of China’s economic and social development,the leading force in the field of strategic competition,but also the main provider of national social wealth accumulation.Although in many strategic areas,the operating efficiency of state-owned enterprises cannot be simply measured by the input profit margin;state-owned enterprises use state and social resources to operate.Shouldering the responsibility of preserving and increasing the value of state-owned assets also is the responsibility of all state-owned enterprise managers and employees.However,the management efficiency of state-owned enterprises is relatively low,and employees’performance management and incentives have been lack of innovation and improvement.This paper analyzes the current state-owned enterprises in China,the characteristics of performance management,as well as the problems faced,and discusses the measures to encourage the efficiency of state-owned enterprises employees.

Research On The Characteristics And Problems of Large Retail Enterprises Taking Auchan As Example

This paper studies the theme concerning the characteristics and problem about performance assessment of large retail enterprises, taking Auchan as example. It is aimed at exploring how the large retail enterprises to carry out performance assessment and what are the characters of performance assessment, as well as the problems and solutions during the process of performance assessment under the terrible environment like fierce competition, low quality of employee, expanded scale and various abuses especially high wastage rate of employee by text analysis, focused research and cases analysis.

浅谈绩效考核在现代企业人力资源管理中的运用与优化

在当今竞争激烈的商业环境中,现代企业对员工的绩效表现越来越重视。因此,绩效考核作为一种重要的人力资源管理工具,被越来越多的企业应用于员工评估和激励中。绩效考核不仅可以提高员工的工作积极性和绩效水平,也可以促进企业发展和提高竞争力。文章将综合论述绩效考核在现代企业人力资源管理工作中的运用以及优化措施,旨在为企业增强绩效考核效果提供有益参考。

业绩考核制度如何影响中央企业预算松弛——基于准自然实验的经验证据

预算松弛是企业预算管理与业绩考核的重要结合点。文章基于代理理论和权变理论,采用DID模型考察业绩考核制度对中央企业预算松弛的影响。研究发现:业绩考核制度通过降低第一类代理成本显著降低中央企业预算松弛度和预算执行偏差,这一效应在内部控制水平低的企业中表现更明显;业绩考核制度所引致的较低的预算松弛度和预算执行偏差有助于提升企业价值。监管部门应进一步完善业绩考核制度,提升治理效能,同时采取差异化监管措施,推动企业完善内部控制体系,为业绩考核制度治理效能的充分发挥提供有力的机制保障。

探析企业人力资源管理中的绩效考核与激励机制

文章探析了企业人力资源管理中绩效考核与激励机制的问题与对策。同时,文章指出了绩效考核与激励机制的常见问题,包括标准缺乏科学性、精神激励不足、长效激励机制不健全和协同失衡等。针对这些问题,文章提出了建立科学绩效考核标准、加强精神激励、创新管理理念、优化绩效分配方式等对策。通过有效的绩效考核与激励机制,可以提升企业的绩效水平,提高员工的工作积极性和创造力,实现企业和员工的双赢。

国有企业人力资源绩效考核体系构建思路探讨

在社会大变革、科技大发展背景下,生产力水平、企业经营目标完成情况都与人力资源开发有着很大关联。企业内部加大人才技能培训、道德素质培养都是为了储备更多优秀人才,以更好地顺应企业发展需求。多数企业内部人力资源都处于半开发、半利用状态,并没有最大化地挖掘人员潜能,体现人员价值,人力资源绩效管理是为了改善这一状况,通过绩效考核方式加大激励、惩罚力度,全面开发人才、挖掘人才潜能。然而企业实际构建人力资源绩效考核体系并非易事,或多或少都存在一定弊端。基于此,文章主要研究国有企业人力资源绩效考核管理的诸多问题,如缺乏有机统一系统、绩效考核重点把握不准、绩效考核不够科学、考核仅限于上级对下级、考核周期设置不严谨等,并对其问题存在原因展开分析,最后提出可行的人力资源绩效考核体系构建路径,以供参考。

试论企业资产管理与预算管理的结合

在企业内部管理中,资产管理与预算管理十分关键,通过二者的有机结合,能够动态掌握企业资源配置情况,提高资产预算管理水平,减少不必要的资源浪费。文章围绕企业资产管理与预算管理展开研究,简要分析了资产管理与预算管理的结合意义,进一步探讨了企业资产管理与预算管理的结合难题,然后针对性地提出几点优化对策,旨在发挥预算管理价值,完善资产管理模式,提高资产预算管理水平,充分利用资产资源,促进企业稳定发展。

轨道交通多场所企业质量管理体系认证

阐述多场所企业质量管理体系认证的规则、要求及实施情况。结合当前企业质量管理体系认证的优秀实践,分析多场所企业质量管理体系认证的概念、申请、受理条件等,重点论述轨道交通行业多场所企业质量管理体系认证的要求等。基于风险和过程管理方法的运用,系统剖析多场所企业质量管理体系认证的主要内涵及目前轨道交通多场所企业普遍存在的相应问题,提出轨道交通多场所企业质量管理体系认证的实施建议,为轨道交通多场所企业申请质量管理体系认证提供参考。

Executive turnover in China's state-owned enterprises:Government-oriented or market-oriented?

Executive turnover is important in the governance of state-owned enterprises(SOEs). Herein, we focus on the executive turnover of China's SOEs, and the implementation of related evaluation mechanisms under different levels of government intervention. We collect executive turnover data of listed Chinese SOEs from 1999 to 2012, and find that about half of the SOE executives leave office within two terms, which is in line with government recommendations. Moreover, we find that more than a third of executives leave after less than one term, and nearly 20% after more than two terms, highlighting the uncertainty and unpredictability of executive appointments in SOEs. We also find that the executive evaluation mechanism for SOEs is implemented differently under different levels of government intervention. SOEs under weak intervention, such as those controlled indirectly by governments, controlled with low shareholdings, from non-regulated industries or in the Eastern regions, prefer the market-oriented evaluation method, which places more weight on executives' economic performance. In contrast, those under strong intervention prefer the government-oriented evaluation method, which is characterized by policy burden.

我国国有企业负责人经营绩效考核体系存在的问题与优化对策探析

分析我国国有企业负责人经营绩效考核体系存在的问题,创新性提出从公益型、竞争型两个维度优化国有企业负责人经营绩效考核体系,创造性引入目标管理与对标管理相结合的考核工具、同业对标指标、EVA指标、抗风险能力指标、仕途激励模式、经营难度系数,丰富了期股激励模式,从而强化中长期激励约束功能,以激励企业负责人推动国有企业高质量发展.

科技型中小企业合作创新绩效模糊层次评价模型研究

研究旨在建立科技型中小企业合作创新绩效评价模型,为科技型中小企业提升合作创新绩效管理效率提供理论支撑。本文运用层次分析法确定评价指标权重,利用模糊综合评价法对所建立的评价指标体系进行量化处理,建立科技型中小企业合作创新绩效评价模型。实例验证表明,所构建的模糊层次评价模型能够对科技型中小企业合作创新绩效进行科学有效的评价。

煤炭企业重大科技项目绩效评价指标体系

科技项目绩效评价是现代科研管理决策的重要依据。国有企业承担重大科技项目有其特殊性,既要达成项目自身要求,又要培育企业创新能力、实现企业发展,构建与之相适应的科研项目绩效评价指标体系,对于检验企业科研效益和效率、促进科研质量提升等具有重要意义。从“数量”和“质量”2个维度,构建了企业科技项目绩效评价待选指标集,并对待选指标进行了专家评议和率属度分析,形成了基础与应用基础、技术与产品开发和产业化与示范工程3类科技项目的分类绩效评价指标体系,采用融合层次分析法(AHP)和熵权法(EW)得出评价指标的重要度系数;最后,利用典型煤炭科技型企业的40项重大科技项目数据进行了科研绩效评价实证分析,评价结果与实际较好吻合,为煤炭企业重大科技项目绩效评价提供了技术支撑。

海底捞公司员工激励机制优化研究

随着我国国民生活水平的提升,餐饮行业在国民经济中发挥着越来越重要的作用。作为一个劳动密集型行业,餐饮企业的发展离不开对员工的高效管理,而高效管理的重要保障在于科学合理的激励机制。本文系统分析了餐饮行业员工的普遍特点以及当前企业激励机制存在的问题,以餐饮行业的明星企业海底捞为例,总结其激励机制的独特之道,并在此基础上提出餐饮企业员工激励机制优化的基本建议,以期推动餐饮企业更好发展。

地方国有建筑企业绩效考核存在问题及对策研究

近几年,地方国有建筑企业迅猛崛起。对于以项目为基本业务单元的建筑施工企业来说,如何运用科学的策略对项目管理人员进行合理的考核与评价,从而发挥员工的主观能动性,实现企业长远发展,成为了地方国有建筑企业必须要关注的关键点。基于此,为建立更加科学完善的绩效考核体系,发挥绩效考核作用,本文结合理论及实践,在分析现阶段地方国有建筑企业发展现状、绩效考核现状、存在问题的基础上,提出具体的优化对策,以期为同类型建筑企业提供参考。

中型水务企业战略管理研究

中型水务企业具有规模适中、管理灵活、可提供专业的个性化服务等特点,在水务行业发展中发挥着中坚力量作用,面临着较多挑战。在这样的背景下,中型水务企业需要通过科学的战略管理和绩效考核体系来提升企业的发展水平。本文提出运用SWOT分析法作为中型水务企业战略制定的核心工具,分析了SWOT分析法在战略制定中的作用,最后介绍了中型水务企业战略制定流程和绩效考核方法及指标体系。本文提出重视战略意识、合理设置绩效考核机制、加强精益化管理等解决方案,以提高中型水务企业的战略管理能力,推动企业持续健康发展。