| The issue of rationalizing the compensation for senior management in state-owned enterprises has attracted a lot of attention in recent years.Although the government has been endeavored to solve this problem,mechanism problems of executive compensation management in state-owned enterprises have not been rationalized indeed,owing to the lack of specifically classified supervision over state-owned enterprises by government.The fact is that pay gap between state-owned enterprises executives and employees is still expanding,and the decoupling phenomenon between executive compensation and enterprise performance decoupling is becoming increasingly serious.This paper argues that the reform of classifying state-owned enterprises is a prerequisite for the reform of the compensation reform of state-owned enterprises,and the reform of classifying the compensation of state-owned enterprises can authentically promote the rationalization of the compensation of senior executives.As an important link in the reform of state-owned enterprises,the reform of state-owned enterprise executives is of great significance to the reform of state-owned enterprises.Cap or Floor on executive compensation must be based on the actual operation of state-owned enterprises,it cannot be adjusted randomly.Design of executive compensation mechanism should also be different in different types of state-owned enterprises,Under this background,it is urgent to do a research on the compensation standards indifferent types of state-owned enterprises,the principle and basis of rationalization for compensation,and the relevance between executive compensation and enterprise performance.We should establish differential compensation design scientifically and rationally,promoting the rationalization process in executive compensation.This paper analyzes the current situation of the compensation reform of state-owned enterprise executives and the obstacles existing in the compensation reform of state-owned enterprise,starting from the history of the compensation reform of state-owned enterprise executives.From the level of compensation,the average compensation of state-owned holding executives is higher than the average compensation of non-state holding executives,the average compensation of special business state-owned enterprises executives is much higher than the average compensation of other types of state-owned enterprises executives.From the structure of compensation,the compensation structure in state-owned enterprises is relatively simple,which has paid too much attention to short-term incentive pay.In the process of reform of the classification of senior management of state-owned enterprises,there is no clear positioning of the identity of senior executives,the management standards of executive compensation reform is not standardized,and the information disclosure of executive compensation is difficult.Based on the specific classification of state-owned enterprises,senior management and other specific programs,building a scientific and rational state-owned enterprises executive compensation management mechanism The level of compensation should consider the actual business situation and different types of enterprises.Compensation on the structure shuould achieve diversification.We should adhere to a reasonable classification,marketization,fairness,transparency and other principle to achieve the rationalization on the level,the structure and the increase of compensation,and thus continuing to narrow the income gap and promoting efficiency and fairness.On the basis of the classification of state-owned enterprises and the related theories,this paper studies the correlation between the compensation and performance of the different types of state-owned enterprises,such as the state-owned enterprises,the special commercial enterprises,the general commercial enterprises,and so on.(Based on the empirical analysis),and provides appropriate policy recommendations on the state-owned enterprises executive compensation management mechanism,according to the result of empirical study.The conclusion of this paper provides theoretical and practical significance for the reform of compensation reform of state-owned enterprises.Some corresponding policy recommendations are as follows: public class executive pay should take the civil service pay mode as the basic reference model,including the public satisfaction as an evaluation standard and adopting reasonable non-material incentives.Special business executives appointed with non-administration,and improve the professional manager market,so that to expanding the scope of the compensation information disclosure.General business enterprises should improve the states’ shareholding,improve the competition mechanism.Optimize the corporate governance structure,improve the internal and external supervision system,and carry out diversified forms of compensation. |
