Study Of Human Capital And Incentives Of Private Enterprise

Since China's reform and opening-up, the Chinese NGEs have developed prosperously. They become an important part and play a more and more vital role in national economy in China. Nowadays, because of China's entry to WTO and the arrival of era of knowledge, the NGEs are exposed to more intense competition in the market of globalization. They are undergoing another development and expansion. At new period, the competition between enterprises has developed"talented person's competition"by original"the product competition","the technical competition"and"the management competition". However, compared with other type of enterprises especially foreign enterprises, the NGEs are at the weak trend position to attract talent and retain talent. So they must establish consummate incentive system to cope with competition and promote development.Unable to meet the demands of our times, incentive mechanism to human capital in the NGEs has the serious insufficiency at present: the compensation structure is unreasonable, the attention of short-term benefit, lacks of long-term incentive, clannish management system severely restrain the scientific, systematic incentive mechanism and so on. As a result, the drawback of the incentive mechanism has greatly diminished the enthusiasm of the human capital in the NGEs. For the above-mentioned background, by using the methods of normative analysis and positive analysis, this dissertation tries to design the incentive mechanism to human capital in the NGEs on the micro level.On the basis of the theoretical documents related to the research subject such as human capital theory and motivational theory, this dissertation divides the enterprise human capital into three levels in accordance with the differences in the ability and knowledge of human capital: ordinary, professional and enterprise-operator-type human capital. So it can structure analysis frame for the later research. Then, this dissertation analyses the present condition of main incentive means to human capital in the NGEs, searches after the major problems existing in the incentive mechanism and the reasons that caused them. Combining with comparative analysis which is made among America and Japan modern western countries from the aspect of incentive mechanism to get more experience and lesson, it puts forward some assume of how to design the incentive mechanism to human capital in the NGEs. Because different levels of human capital have different characters and main demands, the dissertation establishes the framework of the NGEs incentive mechanism in accordance with different levels of human capital. Finally, a case is analyzed to show how to design the multi-level incentive mechanism to human capital in the NGEs. From this dissertation, we hope that we can propose some thoughts for improving the practice of incentive mechanism to human capital in the Chinese NGEs.