Research On The Incentive Optimization Of Professional Managers In Cscec Sw

Chinese characteristics,the Leading Group for State-owned Enterprise agreed and issued the "Double Hundred Action",and selected some state-owned enterprises as "pilot" enterprises representing the reform of the "Double Hundred Action".In order to establish and improve the market-oriented operation mechanism of enterprises,and implement the professional manager system.Therefore,how to innovate and efficiently encourage professional managers has become the key to the reform and development of state-owned enterprises.As senior management talents of enterprises,professional managers are special management talents of high value who improve the growth of business performance and promote the innovation and development of enterprises.So effective incentive for such talents are the key factor to stimulate their management ability to promote the development of enterprises.At the same time,the incentive of professional managers of state-owned enterprises is not simply a way to patch the insufficient salary level of state-owned enterprises,but a mechanism to optimize the corporate governance structure,reduce the company’s principal-agent costs,attract and retain core backbone and special talents.Taking the reform of state-owned enterprises under the background of the "Double Hundred Action",this paper selects the state-owned enterprise China Construction SW Company as the research object,focuses on the operation of professional manager incentive after the introduction of the professional manager system of China Construction SW Company,and analyzes and optimizes the incentive problem of professional managers after operation.In combination with the basic theory of motivation,relevant researches in local and abroad,and the current situation of China Construction SW Company,we have made a careful analysis of the incentive situation of professional managers in China Construction SW Company,and found that the current incentive method of China Construction SW Company for professional managers is obviously insufficient,which does not play a scientific and efficient role.In particular,there are some problems in salary structure,medium-and long-term incentives,setting of performance appraisal objectives,application of performance appraisal results,and non-material incentives.According to the problems found in the above survey,we put forward optimization suggestions from the fiveperspectives of salary,medium-and long-term incentives,performance objectives,application of appraisal results,and non-material incentives,such as increasing the performance correlation of compensation,accurately designing the core indicators of assessment,establishing diversified medium and long-term incentive methods,establishing the mechanism of enterprise excess profit sharing,establishing the positive and negative assessment list of assessments,increasing the intensity of non-material incentives and other optimization methods,while strengthening the organizational guarantee from the three aspects of organization,system and corporate culture to ensure the smooth implementation of optimization suggestions.So as to promote the healthy long-term development of China Construction SW Company.The conclusions and contributions of this study are mainly to propose optimization suggestions and form better plan in targeted and effected manner for the problems and deficiencies of the operations of professional managers in China Construction SW Company,form an optimization plan,and help China Construction SW Company to set up a reasonable salaries structure,optimize the assessment method of professional managers,and strengthen the constraint of the incentive mechanism.Through reform,the role of professional managers in state-owned enterprises can be effectively played to help China Construction SW Company improve its management level and optimize governance,and promotes the realization of high-quality development goals of China Construction SW Company.