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国有企业在我国经济中起主导作用,是全国人民利益的体现。然而随着全球经济一体化的发展,国企难以保持应有的竞争力,急需与时俱进,进行全面而有效的改革。国有企业目前突出存在的问题表现在两个方面,一是容易造成垄断,破坏市场的良性竞争;二是公司治理水平不高,效率低下。针对第一个问题,十八届三中全会指出,要在行业层面打破垄断,对国有资产进行分类,一些行业要支持“国退民进”。这一鲜明的政策信号,此处不再累述。而对于公司内部的效率低下,主要是因为国企现行的激励机制存在问题。本文引入人力资本产权理论,着重分析国有企业在人才激励机制上存在的问题,通过实施让人力资本分享企业剩余的人力资本产权激励机制来达到对人力资本进行充分激励的目的。
State-owned enterprises play a leading role in our economy and are the embodiment of the interests of the people throughout the country. However, with the development of global economic integration, it is difficult for state-owned enterprises to maintain their competitiveness and urgently need to keep pace with the times and carry out comprehensive and effective reforms. At present, the outstanding problems of state-owned enterprises are manifested in two aspects. First, monopoly is easily created and the benign competition in the market is destroyed. Second, the level of corporate governance is not high and the efficiency is low. In response to the first question, the Third Plenary Session of the 18th CPC Central Committee pointed out that it is necessary to break the monopoly at the industry level and classify the state-owned assets. Some industries should support the principle of “national withdrawal from the people.” This distinctive policy signal is not repeated here. However, the inefficiency within the company is mainly due to the existing problems in the incentive mechanism of state-owned enterprises. This paper introduces the theory of property right of human capital, focuses on the existing problems of state-owned enterprises in talent incentive mechanism, and achieves the goal of fully stimulating human capital by implementing the incentive mechanism of human capital for the remaining human capital property right.