摘要
发展的外部压力与内部动力不足,已成为制约国有企业提升经营绩效和核心竞争力的主要瓶颈。不同类型的国有企业承担的任务不同,用传统"一刀切"的方法考核经营业绩显然有失公允。加快国有企业经营者激励约束机制的分类改革,增强考核的针对性和有效性,对于提升国有企业的活力与核心竞争力意义重大。在分析国有企业分类考核现实意义的基础上,探讨了国有企业分类考核的分配激励原则,并提出了激励约束机制分类改革的对策和完善国有企业激励约束机制的形成与环境。
The lack of external pressure and internal impetus has become the main bottle-neck which constraints the improvement of SOE＇s operating performance and core competence. Different types of enterprises undertake different tasks, and it＇s unfair to evaluate the operating performance by the traditional rigid uniformity way. It is of great significance for the SOE＇s vitality and core competences to expedite the classification reform of the SOE＇s managers incentive-restricted mechanism and enhance the efficiency of performance e- valuation. Based on the analysis of current significance of the SOE＇s classified evaluation, this paper analyzes allocate incentive principles, and discusses the countermeasure of classifing and reforming the incentive-restricted mechanism, and perfecting the enviroment of SOE＇s in centive-restrcted mechamis.
出处
《上海市经济管理干部学院学报》
2014年第2期29-37,共9页
Journal of Shanghai Economic Management College
基金
2014年中共上海市委党校一般课题(2014KT-DX01)
关键词
国企
分类考核
激励约束机制
SOE（state-owned enterprises） classified evaluation incentive-restricted mechanism
