Study On Senior Management's Salary Design Of Chinese Private Listed Companies

After nearly 30 years of development, private economy has already become important strength of promoting our national Economy. With the development of security market of our country in recent years, the quantity of listed company of enterprise run by the local people is increasing constantly. Though the enterprise run by the focal people has made a series of achievements in our country's economic construction, but there are a lot of questions in its company administration structure, especially incentive mechanism. Compared with the advanced international enterprises, there are still enormous gaps.Do not have a high level of corporate governance, lack the core competitiveness of China's listed companies is the need to resolve the dilemma. In the era of knowledge-based economy, human resource is the contemporary gain access to the basic tools and sustain competitive advantage.In the whole of human resources management systems, sound management of the remuneration to attract, motivate, develop and retain a core of the most powerful tools for human resources.Based on the above premise, the senior management of listed companies (listed company executives)as part of the company's vision, mission, the creator of the development of their strategic planning, values and ideals of the advocates, driven by changes in the organization, should be the most valuable company's core strategic assets and strengthen the core competitiveness forging the main source. This paper studied the private listed companies, and carried on research to enterprise's salary, in the hope of perfecting company's administration structure.In this paper, the authors review the management of private listed companies salary executives based on theoretical analysis of the main factors affecting private listed companies salary executives and executives of listed companies pay the basic management features that pay executives reviewed the management of domestic companies listed on the empirical studies.In recent years,domestic-listed companies salary executives panoramic display management includes understanding the problems and shortcomings. Control from the management of overseas listed companies pay executives trends and experiences .And on this basis ,executives of China's private listed companies pay to upgrade management strategy ,and follow-up research and improve the direction described. The full text is divided into five chapters.The first chapter is introduction. The article introduc the research background, significance, research path , innovation and inadequate.Chapte 2 is based on theory and the literature is reviewed. Mainly includes hypothetical theory of human nature, incentive theory and pay theory.Chapter 3 is the present situation of the management of private listed companies pay executives. It takes 183 private listed companies in 2007 for example, the study found that: in the incentive mechanisms of senior corporate executives in China's Private listed companies,wages,bonuses and other cash incentives are the main means of incentives ;the design and practice of long-term incentive mechanism are not common.Chapter 4 is empirical research. In order to design a reasonable level of remuneration incentives perfect model, empirical research and Game Analysis are carried out for the paper. In the empirical part, this paper takes 183 private listed companies in 2007 for example, by an empirical analysis of the relationship between senior executive's salary incentive with their own individual characteristics and performance of private listing companies, to lay the foundation for Game Analysis.Chapter 5 is Game Analysis. It analysis the private listed company executives of the private demand and behavioral characteristics, and establishes Game Model of the executive's actions and the salary incentive.Chapter 6 pay our listed companies to upgrade management strategies .This paper proposed that, personalized salary should be established, multi-indicators evaluate the performance of senior executives, using reasonable combination of short and long-term salary incentive, and so on.