Dissertation
Dissertation > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management

Research on Compensation Incentive System for Chinese Professional Managers

Author ZhaoZhongHua
Tutor WuJianLi
School Liaoning University
Course Labor Economics
Keywords Professional managers Incentive compensation Theoretical basis The annual salary system Equity incentive
CLC F272.92
Type Master's thesis
Year 2011
Downloads 224
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In modern enterprises, professional managers has become the most important human resources for the development of enterprises. How they are motivated, has become a major issue for enterprises. As a result, the professional managers of the incentive problem is the research hotspot in recent years, including salary incentive is the most important. Currently, building an effective professional managers pay incentives is a strategic choice for the modern enterprise. The central issue of this paper is to pay incentives for professional managers in China. To solve this problem, we study the following ideas: First, define the concept of professional managers and incentive pay; Secondly, from the principal - agent theory, human capital theory, and the point of view of efficiency wage theory discussed on professional managers the need for incentive pay for our professional managers Motivation Mechanism provides a strong theoretical foundation in economics; Furthermore, in Chapters III and IV, respectively, of professional managers Incentive Compensation status and problems as well as the impact of design factors in order to prescribe the right medicine; Finally, the paper into a key part of the design - pay incentives for professional managers in China, and in the sixth chapter brief to build a support system of professional managers pay incentives to for support. Key part in this, the author argues that the focus from the annual salary system, the equity incentive two studies, supplemented by other remuneration, which effectively short-term incentives and long-term incentive combined. In this paper, the most prominent innovation is, the following three points: 1. Choose from the principal - agent the three economics point of view of human capital and efficiency wage study, broadening the theoretical basis of the economics of this research. Topics, although a little old, but the data is the latest data in the past, scholars have conducted research As of 2004; 2 not only focus on the pay incentives diversity, and articulate the focus of the salary structure, combined with China's national conditions The salary structure as the main part of the fixed annual salary, to avoid the risk as much as possible. Most of the previous studies focus only on the diversity of ways, rather than the focus point in the structure; 3 Motivation Mechanism for professional managers of the different nature of the enterprise are discussed more practical to ease the terms of unified general.

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