Research On Optimal Measures For Incentives Of Executives Of XX International Engineering Company Subsidiaries

As the global economy enters a period of "major adjustments",the downside risks and uncertainties of the economy have risen sharply,and the importance of senior management talents to corporate strategic development has become increasingly prominent.The establishment of a scientific incentive mechanism is to ensure that senior management talents are not lost,thereby stimulating the endogenous power of the enterprise and promoting the important guarantee of sustainable development of the enterprise.At present,there are more than 200 enterprises above designated size in China that can carry out engineering contracting business,and the business covers both international and domestic single subcontracting and integrated general contracting.XX International Engineering Company is a large multinational engineering company.Through nearly 35 years of development,it has become a large multinational engineering and construction group company with many subsidiaries.It has undertaken a series of monomer and group projects and cultivated a large number of international talents.The project management level has been significantly improved,and the company's core competitiveness has been steadily improved.Senior management talents have played a key role in the development of XX International Engineering Company,and this role is particularly important when conducting overseas business.However,XX International Engineering Company is facing the problem of serious loss of senior management talent,and some executives are reluctant to bring projects to remote countries.Under the modern enterprise system,how to solve the separation of ownership and operation rights of the enterprise,realize the bundling of executives and company interests,and help senior management personnel realize their personal value while completing enterprise development goals faced with a difficult problem.According to the new situation,XX international engineering companies have some problems in establishing incentive mechanism for senior management personnel,such as lack of pertinence,emphasis on short-term incentive,less medium-and long-term incentive,stereotype of spiritual incentive and little effect,and insufficient application of performance appraisal results.The main reasons for these problems are the lack of innovation in the concept of company management,the lack of priorcommunication in the formulation of assessment indicators and incentive mechanisms,the lack of guiding role played by corporate culture,and so on,the system role of incentive mechanisms has not been effectively brought into play,and the incentive objectives are difficult to achieve,which need to be improved in future work.This article will use the literature analysis method,in-depth interview method,questionnaire survey and other research methods,in accordance with the ideas of asking questions,analyzing problems,and solving problems,and guided by the relevant theories of incentives.Carry out analysis and research to find out the problems and causes of executive incentives.Combined with the enterprise life cycle theory,the subsidiary companies in the start-up period,development period,mature period,and recession period respectively formulated optimization recommendations to further save their human resource costs and change the status of their senior management talent loss.