基于勝任力模型的國企高管激勵體系構建
發(fā)布時間：2018-08-31 18:09
【摘要】：中國國企高管的激勵體系一直是一個尷尬的問題,一方面國家出臺"限薪令",對國企高管無疑是一種積極性的打擊;另一方面國家也亟需要國企高管發(fā)揮其企業(yè)領導力,帶領國企走出經營不善、發(fā)展疲軟的困境。因此,國企高管的激勵體系建設成為一個重要的問題。傳統(tǒng)研究中多從內部激勵、外部激勵,或者正激勵、負激勵等方面入手,雖然也取得了一定成效,但是仍然不足以成為一套較為完整的激勵體系。本文試圖采用人力資源管理的重要工具——勝任力模型作為切入點,通過實證分析得出中國國企高管的勝任力模型,包括客戶服務能力、業(yè)務知識能力、人際溝通能力、團隊管理能力和心理調試能力五個方面的素質能力,通過引入勝任力模型,建立績效激勵、薪酬激勵、培訓激勵和晉升激勵四位一體的國企高管激勵體系,以期對國企高管自身的發(fā)展和國有企業(yè)的發(fā)展有所裨益。
[Abstract]:The incentive system for senior executives in China's state-owned enterprises has always been an awkward issue.On the one hand, the introduction of a "pay restraint order" by the state is undoubtedly a positive blow to the executives of state-owned enterprises; on the other hand, the country also urgently needs the executives of state-owned enterprises to give play to their corporate leadership. Leading state-owned enterprises out of the difficult position of poor management and weak development. Therefore, the construction of the state-owned executives incentive system has become an important issue. The traditional research mainly starts with internal incentive, external incentive, positive incentive, negative incentive and so on. Although some achievements have been made, it is still not enough to become a relatively complete incentive system. This paper attempts to use competency model, an important tool of human resource management, as a breakthrough point. Through empirical analysis, the competency model of Chinese state-owned enterprise executives is obtained, including customer service ability, business knowledge ability, interpersonal communication ability. Through the introduction of competency model, the system of performance incentive, salary incentive, training incentive and promotion incentive is established, which is composed of four parts: team management ability and psychological debugging ability. In order to state-owned executives themselves and the development of state-owned enterprises to benefit.
【作者單位】： 廊坊師范學院管理學院;
【分類號】：F276.1;F272.92
[Abstract]:The incentive system for senior executives in China's state-owned enterprises has always been an awkward issue.On the one hand, the introduction of a "pay restraint order" by the state is undoubtedly a positive blow to the executives of state-owned enterprises; on the other hand, the country also urgently needs the executives of state-owned enterprises to give play to their corporate leadership. Leading state-owned enterprises out of the difficult position of poor management and weak development. Therefore, the construction of the state-owned executives incentive system has become an important issue. The traditional research mainly starts with internal incentive, external incentive, positive incentive, negative incentive and so on. Although some achievements have been made, it is still not enough to become a relatively complete incentive system. This paper attempts to use competency model, an important tool of human resource management, as a breakthrough point. Through empirical analysis, the competency model of Chinese state-owned enterprise executives is obtained, including customer service ability, business knowledge ability, interpersonal communication ability. Through the introduction of competency model, the system of performance incentive, salary incentive, training incentive and promotion incentive is established, which is composed of four parts: team management ability and psychological debugging ability. In order to state-owned executives themselves and the development of state-owned enterprises to benefit.
【作者單位】： 廊坊師范學院管理學院;
【分類號】：F276.1;F272.92
【參考文獻】
相關期刊論文 前10條
1 江夢;;基于勝任力的核心員工激勵模式研究[J];淮海工學院學報(人文社會科學版);2012年04期
2 孫韞犄;;解析我國企業(yè)基于勝任力的薪酬體系[J];哈爾濱商業(yè)大學學報(社會科學版);2011年02期
3 歐紹華;吳日中;;中國國企高管薪酬制度改革的路徑分析——基于制度變遷理論的視角[J];宏觀經濟研究;2012年07期
4 杜娟;;管理者勝任力與工作績效的關系研究——制造業(yè)與服務業(yè)的比較分析[J];南京社會科學;2009年09期
5 李瞄，
本文編號：2215754
本文鏈接：http://www.sikaile.net/guanlilunwen/renliziyuanguanlilunwen/2215754.html
最近更新
教材專著
