摘要
中国国企高管的激励体系一直是一个尴尬的问题,一方面国家出台"限薪令",对国企高管无疑是一种积极性的打击;另一方面国家也亟需要国企高管发挥其企业领导力,带领国企走出经营不善、发展疲软的困境。因此,国企高管的激励体系建设成为一个重要的问题。传统研究中多从内部激励、外部激励,或者正激励、负激励等方面入手,虽然也取得了一定成效,但是仍然不足以成为一套较为完整的激励体系。本文试图采用人力资源管理的重要工具——胜任力模型作为切入点,通过实证分析得出中国国企高管的胜任力模型,包括客户服务能力、业务知识能力、人际沟通能力、团队管理能力和心理调试能力五个方面的素质能力,通过引入胜任力模型,建立绩效激励、薪酬激励、培训激励和晋升激励四位一体的国企高管激励体系,以期对国企高管自身的发展和国有企业的发展有所裨益。
All the time, the incentive mechanism of Chinese top executives of SOEs is an embarrassing question. On the one hand, the government issues salary cap, which, definitely, is a positive hit for top executives; on the other hand, the government badly need the executives to play a role in business administration, guiding the SOEs out of management and development dilemma. Therefore, the construction of incentive mechanism of top executives of SOEs becomes a crucial question. Traditional researches that study this question from the perspective of inner incentive, outer incentive, positive incentive and negative incentive have made certain achievements, but it is not sufficient to form an integrated incentive mechanism. This thesis attempts to employ the important tool of HR managemant-competency model-as the entry point, draw Chinese top executives of SOEs＇ competency model from empirical analysis, which contains five kinds of capabilities： customer service capability, professional knowledge capability, interpersonal communication capability, team management capability and psychological adjustment capability, and construct a four- in-one incentive mechanism of top executives of SOEs, which includes performance motivation, salary motivation, training motivation and promotion motivation, in order to benefit top executives and SOEs alike.
出处
《中国人力资源开发》
北大核心
2015年第18期53-62,共10页
Human Resources Development of China
关键词
国企高管
胜任力模型
激励体系
Top Executives of SOEs
Competency Model
Incentive Systems
