The Incentive Mechanism Research Of Our Country' Family Enterprises Human Capital

The family enterprises are tenacious survival and development in both developed countries and developing countries. In our country, the family enterprises have developed for more than 20 years since the reform and opening up and are expanding gradually. They have become an important force of China's national economy, which should not be ignored. They have made important contribution to promote our economic growth and structural adjustment.At present, family enterprises have absolute advantages in existence and development, but thet are disadvantaged in human resources management such as attracting, retaining the talent. Mainly for, it is difficult for employees and managers to communicate effectively because of lack of equal and democratic relationship; Incentive structure is single, dominated by monetary incentive, lack of systematic and standardized incentive; The enterprise culture motivation function is Ignored; There is no restriction mechanism mached with incentive mechanism and so on. Lack of incentive mechanism causes the loss of key human capital; It is noneffective to solve the problem of moral hazard of family enterprise human capital; Affect the effect of the whole family enterprise human capital. The family-based management, lack of incentive system, the human resource concept of the business owner and property right structure mode are the reasons. Attracting and motivateing outstanding human capital effectively are the keys of solveing the problem.However, we should distinguish the different objects then adopt corresponding measures. Namely, different levels of human capital have different characteristics and demand. So, when the family enterprises design the incentive mechanism, they should select incentive according to the characteristics and dominant requirement of different levels of human capital. This paper tries to put the human capital into operational, professional and ordinary capital arcording to the difference of knowledge and ability. Ordinary human capital has features of universal applicability and high mobility; Professional human capital has features of strong specificity, learning desire, autonomy, independence, and high value-added. Operational human capital has features of productivity marginal reward increasing progressively, scarcity and if lossing may cause great damage to business. Characteristics of ordinary human capital decide it is in the stage of basic demand and their leading demand is survival and security. So the incentive mode is short-term primarily. We can motivate employees through employee shareholding, pay salary according to unit product or technical level, team motivation, welfare safeguard and so on. Characteristics of professional human capital decide it is in the stage of development demand and their leading demand is relationship, growing, respected and appreciated. So the short-term and long-term incentive should be combinated, meeting their demand by improveing compensation and welfare, stock ownership incentive, promotion, education, training and employee career design. Characteristics of operational human capital decide it is in the stage of the highest demand, and their leading demand is achievement and rights. So for the operational human capital introduced from enterprise external, we should choose long-term incentive motivation, such as stock option incentive, explicit and implicit incentives combined.In addition, family enterprises should pay attention to the construction of enterprise culture, and use the potential incentive. Mainly completeing the change from the master of the house to innovative entrepreneur, from appointing people on the basis of favouritism to appointing people on their merit, from emphasizeing benefit to emphasizeing honesty, from emphasizeing trust of soft restriction to emphasizeing contract of hard constraint, from imitateing culture to innovativeing culture, from family culture to enterprise culture.Effective incentive must be supplemented with perfect constraint mechanism. We can constraint all the members by enterprise rules, structure, laws, morality and human capital market, constraint family members by establishing and improveing the exit mechanism. But we should adopt different exit measures according to the different importance of the family-members.