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Research on the Compensation System of Chinese Listed Private Enterprises

Author: WangXinLi
Tutor: ZhangHuiNan
School: East China Normal University
Course: Business Administration
Keywords: Executives Pay system Chinese private enterprises Long - term incentive
CLC: F276.5
Type: Master's thesis
Year: 2011
Downloads: 150
Quote: 0
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Abstract

With the continuous improvement and development of China's market economy system, the continuous progress of the high-tech level, China's private enterprises, especially in the competitive environment of the private listed companies is becoming increasingly fierce and competition among enterprises Ultimately talent competition especially senior management talent competition, they have the human capital characteristics: capacity, technical level, the level of effort and achieved performance, these are the key factors that affect the overall business strategy and operating conditions. Modern enterprise system and the right to operate and ownership separation of enterprises in the course of business, the lack of a reasonable long-term incentives and effective supervision of the senior management team of the salary system design, however reasonable incentive mechanisms and effective supervision is the most key and ensure good internal governance structure. Executive compensation is not only the focus of enterprise and social, but also basic executive incentive system construction, the most important aspects. Executive compensation due to many reasons, especially long-term incentive mechanism is very complex. This thesis is a retrospective evaluation of the literature of the previous executive pay and executive compensation incentives related theory, proposed executive compensation design research points - to strengthen long-term incentives; followed by comparative analysis of China's private listed characteristics of the enterprises, and private listed corporate executives pay system problems and their causes analysis, to discuss enterprise solutions, its drawback is that the long-term incentive is still imperfect, such as the proportion of long-term incentive is still too low executives appraisal standards are reasonable executive pay and corporate performance are closely linked. A large number of empirical studies have shown that to determine the scientific executive pay structure is necessary to select the appropriate benchmark for companies, but also effective market comparison This is the key link in the development of the executive pay system. Finally, a listed high-tech private enterprises, for example study, mainly for A corporate executive pay system status quo discusses how to establish a fair, reasonable, effective executives long-term incentives, case studies A corporate executive pay design of long-term incentives, from the point of view of the theory is feasible, but in the practical application in effect, really be able to achieve the incentive goals, executives of the performance appraisal standards are satisfied, the satisfaction of the minimum amount of issues such as shorter time to collect the limited information available, this article does not actually conducted the research, which will be the next focus tracking of this thesis and research topics.

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