The Research And Development Of Full-automatic Polishing Machine For The Stainless Steelcup-shaped Pieces

As an important part of the reform process of state-owned enterprises,in recent years,the society has paid high attention to the issue of executive compensation in state-owned enterprises.The government has formulated relevant policies to promote the process of rationalization of executive compensation.However,according to the existing research and analysis,there are still some drawbacks in executive compensation of state-owned enterprises in China,such as the decoupling of executive compensation and performance,and the single structure of executive compensation.Executive compensation system is closely related to the degree of marketization of state-owned enterprises,and further related to the process of reform of state-owned enterprises in China.Therefore,under the background of the rationalization of China's economic structure,the establishment of a reasonable executive compensation system will help to enhance the comprehensive strength of enterprises.This paper briefly expounds the process of executive compensation reform in state-owned enterprises in China,and deepens the understanding of the particularity of state-owned enterprises from the context of institutional development based on the existing theoretical basis.And then it studies the current situation of executive compensation in state-owned listed enterprises in China through the database analysis,and summarizes the characteristics of these enterprises,like the disconnection between executive compensation and performance,and the diversity of executive identity.It finds out that factors such as the nature of state-owned enterprises(market competition or monopoly),the selection and employment of executive compensation,the identification of executive identity,salary standards and salary assessment will have an impact on executive compensation.It is very necessary to implement differentiated and classified management for senior managers in state-owned enterprises.This paper picks G company as the case study object.G company has made some achievements in the reform of executive compensation in the pilot enterprises of operating state-owned enterprises.It has carried out market-oriented recruitment and contractual management for the management team,constructed a performance-oriented compensation system,and improved the incentive and restraint mechanism.Through the analysis of G company's executive compensation management system,this paper summarizes the advantages of the company's executive compensation system and the feasibility of further optimization,which can provide certain theoretical support and reference for the further reform of the same type of state-owned enterprises.This paper finds out that by improving corporate governance structure,classified incentives,dynamic incentives and other measures,we can solve the current problems of executive compensation in G Company to a certain extent,and also provide new ideas for the reform of state-owned enterprises in China.Moreover,this paper focuses on the internal factors of the company,including organizational structure,corporate governance,compensation incentives and so on,which makes the conclusions more operable,and further expands the research perspective of executive compensation in state-owned enterprises.