随着全球经济进入“大调整”时期，经济下行风险和不确定性陡然上升，高 级管理人才对企业战略发展的重要性愈发凸显。而科学的激励机制是企业可持续 发展的重要保障，更是高管人员不流失的企业焕发内生动力的重要保证。目前， 我国能够开展工程承包业务的规模以上企业有200余家，业务涵盖了国际国内单 一分包及一体化总承包。XX国际工程公司身为大型跨国工程公司，通过近35年 的发展，现在已成为一家拥有众多子公司的大型跨国工程建设集团公司，承建了 一系列单体和群体项目，培养了大批国际化人才，项目管理水平显著提高，企业 的核心竞争力稳步提升。高级管理人才在XX国际工程公司发展过程中起到了关 键作用，这种作用在开展海外业务时显得尤为重要。但是，XX国际工程公司正面 临高级管理人才流失严重，一些高管不愿意去偏远国家带项目的棘手问题。在现 代企业制度下，如何解决企业所有权与经营权两权分立，实现高管与公司利益捆 绑，在完成企业发展目标的同时帮助高级管理人员实现其个人价值成为了国内外 学者以及项目工作者共同面对的难题。 研究发现，在新形势下，XX国际工程公司在建立高级管理人才激励机制方面 存在激励缺少针对性、重短期激励轻中长期激励、精神激励老套且作用不大、绩 效考核结果应用不足等问题。这些问题深层次的原因主要是公司的管理观念缺乏 创新、绩效考核的指标与激励机制的制定缺乏事前的沟通、企业文化所起到的引 导作用不足等，激励机制的系统作用没能发挥出来，激励目标难以实现，需要在 未来的工作中予以改进。本文将通过文献分析法、问卷调查法、非结构化访谈法 等研究方法，按照提出并分析、解决问题的思路，以激励的相关理论为指导，对 XX国际工程公司子公司高管激励机制现状进行分析研究，查找其在高管激励方面 存在的问题和产生的原因。结合企业生命周期理论对处于初创期、发展期、成熟 期、衰退期的子公司分别制定优化建议措施，进一步节约其人力资源成本，改变 其高级管理人才流失现状。 关键词：企业生命周期；高管人员；中长期激励； 东北石油大学MBA学位论文 III ResearchonOptimalMeasuresforIncentivesofExecutivesof XXInternationalEngineeringCompanySubsidiaries ABSTRACT Astheglobaleconomyentersaperiodof"majoradjustments",thedownsiderisks anduncertaintiesoftheeconomyhaverisensharply,andtheimportanceofsenior managementtalentstocorporatestrategicdevelopmenthasbecomeincreasingly prominent.Theestablishmentofascientificincentivemechanismistoensurethat seniormanagementtalentsarenotlost,therebystimulatingtheendogenouspowerofthe enterpriseandpromotingtheimportantguaranteeofsustainabledevelopmentofthe enterprise.Atpresent,therearemorethan200enterprisesabovedesignatedsizein Chinathatcancarryoutengineeringcontractingbusiness,andthebusinesscoversboth internationalanddomesticsinglesubcontractingandintegratedgeneralcontracting.XX InternationalEngineeringCompanyisalargemultinationalengineeringcompany. Throughnearly35yearsofdevelopment,ithasbecomealargemultinational engineeringandconstructiongroupcompanywithmanysubsidiaries.Ithasundertaken aseriesofmonomerandgroupprojectsandcultivatedalargenumberofinternational talents.Theprojectmanagementlevelhasbeensignificantlyimproved,andthe company'scorecompetitivenesshasbeensteadilyimproved.Seniormanagementtalents haveplayedakeyroleinthedevelopmentofXXInternationalEngineeringCompany, andthisroleisparticularlyimportantwhenconductingoverseasbusiness.However,XX InternationalEngineeringCompanyisfacingtheproblemofseriouslossofsenior managementtalent,andsomeexecutivesarereluctanttobringprojectstoremote countries.Underthemodernenterprisesystem,howtosolvetheseparationof ownershipandoperationrightsoftheenterprise,realizethebundlingofexecutivesand companyinterests,andhelpseniormanagementpersonnelrealizetheirpersonalvalue whilecompletingenterprisedevelopmentgoalsfacedwithadifficultproblem. Accordingtothenewsituation,XXinternationalengineeringcompanieshave someproblemsinestablishingincentivemechanismforseniormanagementpersonnel, suchaslackofpertinence,emphasisonshort-termincentive,lessmedium-and long-termincentive,stereotypeofspiritualincentiveandlittleeffect,andinsufficient applicationofperformanceappraisalresults.Themainreasonsfortheseproblemsare thelackofinnovationintheconceptofcompanymanagement,thelackofprior 东北石油大学MBA学位论文 IV communicationintheformulationofassessmentindicatorsandincentivemechanisms, thelackofguidingroleplayedbycorporateculture,andsoon,thesystemroleof incentivemechanismshasnotbeeneffectivelybroughtintoplay,andtheincentive objectivesaredifficulttoachieve,whichneedtobeimprovedinfuturework.This articlewillusetheliteratureanalysismethod,in-depthinterviewmethod,questionnaire surveyandotherresearchmethods,inaccordancewiththeideasofaskingquestions, analyzingproblems,andsolvingproblems,andguidedbytherelevanttheoriesof incentives.Carryoutanalysisandresearchtofindouttheproblemsandcausesof executiveincentivesbinedwiththeenterpriselifecycletheory,thesubsidiary companiesinthestart-upperiod,developmentperiod,matureperiod,andrecession periodrespectivelyformulatedoptimizationrecommendationstofurthersavetheir humanresourcecostsandchangethestatusoftheirseniormanagementtalentloss. KeyWords:enterpriselifecycle;Seniorexecutives;Mediumandlongterm incentives; 东北石油大学MBA学位论文 V 目录 学位论文独创性声明........................................................................................................I 学位论文使用授权声明....................................................................................................I 摘要...............................................................................................................................II ABSTRACT....................................................................................................................III 第1章绪论.................................................................................................................1 1.1选题背景与研究意义........................................................................................1 1.1.1选题背景..................................................................................................1 1.1.2研究意义..................................................................................................2 1.2国内外研究现状................................................................................................2 1.2.1国外研究现状.........................................................................................2 1.2.2国内研究现状.........................................................................................3 1.2.3研究述评.................................................................................................4 1.3研究方法............................................................................................................5 1.3.1文献分析法.............................................................................................5 1.3.2非结构型访谈法.....................................................................................5 1.3.3问卷调查法.............................................................................................5 1.4研究内容与研究思路........................................................................................6 第2章相关理论基础.....................................................................................................8 2.1相关理论............................................................................................................8 2.1.1激励的相关理论.....................................................................................8 2.1.2委托代理理论.......................................................................................10 2.1.3企业生命周期理论...............................................................................10 2.2相关激励方法..................................................................................................12 2.2.1股权激励...............................................................................................12 2.2.2延期支付...............................................................................................14 2.2.3承包经营责任制...................................................................................14 第3章XX国际工程公司概况及其高管激励现状....................................................15 3.1XX国际工程公司基本情况....