| After the reform and open policy,our country family enterprise appeared a rapid uplift,all kinds of small and medium-sized family enterprises springing up.Chinese family enterprises,the vast majority are wins initial success in business and gradually formed the scale of small and medium-sized enterprises.Family business has become the backbone of the private economy in our country,increment in advancing economic growth,promote urban and rural labor employment levels played an irreplaceable important role.Facing the increasingly fierce market competition challenges and impact,the management of family enterprise has started to introduce professional managers in order to enhance the company’s operation and management level.However,many small and medium-sized family enterprises in the implementation of externalized professional manager introducing strategy,also began to face a very real problem.Appeared a conflict of interest between principal and agent,companies don’t trust the ability of professional managers,they cannot effectively play.In this article,based on the urgency of the small and medium-sized family businesses build professional managers incentive mechanism,the necessity of this purpose,application of relevant information,data,information collection,induction,analysis combed the our country small and medium-sized family enterprises of the operation situation of professional manager incentive mechanism,through the analysis of the case company,reasoning,points out the bottleneck of the existing related incentive mechanism.And fully rely on relevant front theory optimization,perfecting Suggestions were put forward.Through the analysis,the following conclusions:1.Small and medium-sized family business on the professional manager incentive mechanism construction,not only emphasis on material incentives,more should pay great attention to spiritual factors,only in this way can the personal development of professional managers and corporate business objectives remain,also can entrust,both sides to realize mutual benefit and win-win results.2.From the current our country small and medium-sized family enterprises in professional manager incentive mechanism construction,its bottleneck problem mainly embodies in the professional manager compensation incentive mechanism is not reasonable,and long-term shortage of equity options and spirit incentive mechanism and so on.And because of these deficiencies,is difficult to reflect respect for the professional manager role,status,recognition of their contribution and management ability.And most professional managers still didn’t get the company’s surplus value for rights,these factors led to the professional managers leave together frequently,affects the innovation and development of family enterprises in our country.3.The current our country small and medium-sized family enterprise professional manager incentive mechanism to create,perfect,the emphasis is to build reasonable salary income incentive mechanism,as the important human resources company residual interest distribution rights granted actively,their salary incentive mechanism and operating performance of companies as docking,will be long and short-term incentive mechanism of mutual fusion and long-term incentive to focus on,highly pay attention to material incentive and spiritual factors of motivation as cohesion,strictly follow the principle of fairness and efficiency,two-way measure of performance appraisal,design more scientific,reasonable and standard performance evaluation index system.4.In the research of this article explore and innovative formed on the basis of economic value added,with the company’s performance relative to meet salary incentive mode,the performance appraisal,training,motivation and put forward the best solution,at the same time combines the actual conditions of the sample company built have the characteristics of China’s national conditions and the spirit of moral reputation incentive mechanism and so on. |
