Study On The Optimization Plan Of Executive Remuneration System With Shenzhen Hti Group Under SOE's Limited Pay Policy

Since entering the 21 st century,with the globalization of the economy,the mobility of talents is accelerating,and the scope of talent competition has long gone beyond a certain country or region,but has extended to the world.Senior management is a scarce human resource.They are the strategic decision makers and value creators of the company.They determine the survival and development of the company.Therefore,at the current stage,the competition for outstanding senior management talents among enterprises all over the world is fiercer than any period in history.While companies all over the world have resorted to attracting outstanding senior corporate executives,the Chinese government has imposed salary restrictions on the leaders of state-owned enterprises.Against this backdrop,as a state-owned enterprise in China,how to formulate a set of compensation system that meets current policy requirements and maximizes incentives for senior executives of enterprises is a realistic issue facing all current state-owned enterprises.However,there are few research results on such issues and there are no effective solutions.This paper aims to solve the above problems.In accordance with the latest direction of the salary reform of state-owned enterprises since the 18 th National Congress of the People's Republic of China,Shenzhen HTI Group,the largest financial enterprise under the Shenzhen State-owned Assets Supervision and Administration Commission,was selected as the research object.First of all,explain the background,significance,content,ideas and methods of the study.Secondly,the executive incentive theories were organized,Temasek in Singapore and GTJA securities in China were selected as examples,and in-depth research was conducted.Third,this paper analyzed and analyzed the status quo of the executive compensation system of the Shenzhen HTI Group.Related personnel conducted interviews and questionnaire surveys.The results show that the Shenzhen HTI Group executive compensation system has a series of deficiencies such as unreasonable structure,high level of compensation of senior executives below the market,mismatch of salary growth and performance growth,and lack of medium and long-term incentives.In light of the above deficiencies and problems,after analysis,the crux of the problem is found in the incomplete corporate governance structure and the lack of an independent executive assessment mechanism.Fourth,based on the above analysis and conclusions,this paper proposes Shenzhen HTI Group based on relevant theories.The principle of improvement of the Group's executive compensation system has been designed to improve the compensation system,and finally the safeguard measures for the effective implementation of the corporate executive compensation optimization system are to establish and improve the governance structure of the corporate legal person,and to strengthen the overall management and evaluation of senior management performance.We must also do a good job in supporting services for medium and long-term incentives.The innovation of this paper is to design a new scheme.The plan solved the problem of principal-agent.Based on the relevant research results of principal-agent theory and motivation theory,this paper deeply digs and analyzes the executive compensation system of Shenzhen HTI Group.In accordance with the latest requirements for the reform of state-owned enterprises,the paper optimized the composition of executive compensation systems and the performance appraisal methods of senior executives.The innovation of the thesis introduced the concept of comprehensive compensation management,increased medium and long-term incentives such as excess profit sharing,project follow-up investment,executives,and core backbone stock holdings,prompting the interests of senior management to be consistent with the interests of the company and inspiring the senior management of the company.The enthusiasm of personnel officers in starting up their businesses has effectively solved the problem of “entrusted agency issues” and the separation of management and ownership of state-owned enterprises.The above exploration provides a good sample of companies that are currently in the same situation.It can also provide a useful test for current state-owned enterprise compensation reform.