论高管薪酬管控

委托-代理关系导致高管高薪激励的必要性,但事实表明:高管高薪并不一定带来高绩效.经济波动对高管薪酬合理化提出新的要求,理论梳理有助于进一步明确高管高薪及其社会控制的必要性.我国高管高薪产生的原因主要有薪酬水平主观定位偏差、资产所有者监管缺位、高管薪酬制度不完善等.国外治理经验表明:高管薪酬控制可以采取控制奖金、离职金及股息等收人直接限制高管薪酬水平,也可以通过征税调节过高薪酬,并建立严格的高管薪酬管理制度,各国已陆续颁布了一些关于加强企业高管薪酬监管的政策规定.针对我国特殊的国情,高管薪酬管控应着力完善薪酬委员会制度健全薪酬管理制度、优化内部薪酬结构、完善绩效考核办法,必要时直接采用薪酬水平限制.

The Discussion on Executive Salary Management and Control

The principal-agent relationship leds to the well-paid executives incentive necessity.But the fact that well-paid executives does not necessarily bring high performance.It is time to put forward reasonable executive pay in Economic fluctuation.A series of theories help to further clarify the well-paid executives and the necessity of social control.In China the main causes of high-paid executives are that the salary level of subjective orientation bias,the asset owner supervision vacancy,the imperfect compensation system.Foreign management experience shows that executive compensation control can take effective through the control of the bonus,severance and dividend income to directly limit executive compensation level,through taxation regulation of excessive compensation,and establish a strict salary management system which various countries have promulgated to strengthen the regulation of executive pay policy.In view of the special situation of our country,we should focus on improving salary management system such as the executive compensation management compensation committee system,optimizing the internal compensation structure,perfecting performance appraisal methods,and,when necessary,directly using the salary limit.