人力资本的再认识与国有企业激励机制创新

经过20多年的改革,在国有企业组织功能和治理制度安排已经发生重大变迁的情况下,由于对人力资本的产权特征认识不足或缺少配套的保护措施,激励制度安排却没能真正实现从政治激励到经济激励转换,这种制度安排的缺位或不配套,使改革进程中"59岁现象"和"冯根生难题"难以避免,国有企业低效率和缺乏竞争力的问题没有得到根本解决.推进国有企业的改革与发展,必须高度重视人力资本的私人产权特征,并给予合理定价,加快制度安排由政治激励转为经济激励的进程.

Reconsidering the manpower capital and the innovation of SOE's promotion mechanism

Through more than 20 years of reform, great changes have taken place in organizational functions and managemen system arrangements in China's state-owned enterpreses.Because not fully understanding of property right characteristic of the manpower capital or lack of the related protective measures, arrangements fail to realizes the conversion of economic encouragment from political incentive system, such omission or mismatch of system arrangements cause "59-year old phenomenon" and" the difficult problem of Feng Gengsheng" and it is very difficult to prevent from doing so in the process of reform. The inefficiency of state-owned enterprises and problems which lacks of competitiveness are not solved . As the reform and development of the state-owned enterprise go deeper one must pay close attention to the characteristics of private property right of the manpower capital and fix the price rationally, accelerate the process of system arrangements transferring to be encouraged to economic incentive from political.