How to improve the restraint and incentive mechanism of managers

A reasonable incentive mechanism and supervision and restraint mechanism for managers are an important balancing mechanism to encourage managers to actively seek benefits for shareholders and avoid managers from seeking illegal interests.

Method Step 1: Implement the incentive mechanism of managers with annual salary plus shareholding. Enterprises should establish the concept of human capital, realize that managers create economic value for the enterprise with their investment in the human capital of the enterprise, and explain to the lawyer network that they should naturally obtain a certain right to claim the surplus, share the surplus of the enterprise with the investors of material or monetary capital, and link the business performance of the manager with their remuneration.

2. The implementation of the incentive mechanism combining the annual salary system and the first-class option system can combine the short-term incentive and long-term incentive for the manager, and combine the corporate governance performance with the long-term interests of the manager, so as to maintain the long-term optimization of the manager's economic and business behavior.

3. Establish a supervision and restraint mechanism for managers. In order to avoid "insider control" and prevent managers from using their power for personal gain to damage the interests of the company, it is necessary to improve the company's internal monitoring mechanism for managers, and form a multi-level supervision and restraint mechanism such as the constraints of shareholders on managers, the constraints of the board of directors on managers, the constraints of the board of supervisors on managers, the constraints on managers under the information disclosure system, and the constraints on managers through the litigation mechanism.

A reasonable incentive mechanism and a supervision and restraint mechanism for managers are an important balancing mechanism to encourage managers to actively seek benefits for shareholders and avoid managers from seeking illegal interests, which are two aspects that are inseparable from unity.

Method Step 1: Implement the incentive mechanism of managers with annual salary plus shareholding. Enterprises should establish the concept of human capital, realize that managers create economic value for the enterprise with their investment in the human capital of the enterprise, and explain to the lawyer network that they should naturally obtain a certain right to claim the surplus, share the surplus of the enterprise with the investors of material or monetary capital, and link the business performance of the manager with their remuneration.

2. Implement the incentive mechanism of combining the annual salary system with the best option system, and the ruler can combine the short-term incentive and long-term incentive for the manager, and combine the corporate governance performance with the long-term interests of the manager, so as to maintain the long-term optimization of the manager's business behavior.

3. Establish a supervision and restraint mechanism for managers. In order to avoid "insider control" and prevent managers from using their power for personal gain to damage the interests of the company, it is necessary to improve the company's internal monitoring mechanism for managers, and form a multi-level supervision and restraint mechanism such as the constraints of shareholders on managers, the constraints of the board of directors on managers, the constraints of the board of supervisors on managers, the constraints on managers under the information disclosure system, and the constraints on managers through the litigation mechanism.

A reasonable incentive mechanism and a supervision and restraint mechanism for managers are an important balancing mechanism to encourage managers to actively seek benefits for shareholders and avoid managers from taking advantage of illegal interests, which are two aspects that are inseparable from unity.

1. Implement the incentive mechanism of managers with annual salary and shareholding. Enterprises should establish the concept of human capital, realize that managers create economic value for the enterprise with their investment in the human capital of the enterprise, and explain to the lawyer network that they should naturally obtain a certain right to claim the surplus, and share the surplus of the enterprise with the investors of material or monetary capital.

2. The implementation of the incentive mechanism combining the annual salary system and the first-class option system can combine the short-term incentive and long-term incentive for the manager, and combine the corporate governance performance with the long-term interests of the manager, so as to maintain the long-term optimization of the manager's business behavior.

3. Establish a supervision and restraint mechanism for managers. In order to avoid "insider control" and prevent managers from using their power for personal gain and harming the interests of the company, it is necessary to improve the company's internal monitoring mechanism for managers, and form a multi-level supervision and restraint mechanism such as the constraints of shareholders on managers, the legal cat refers to the constraints of the board of directors on managers, the board of supervisors on managers, the information disclosure system on managers, and the litigation mechanism on managers.

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Here we put forward some specific measures mainly from the following aspects. 1 Salary increase, bonus, or benefit system Salary increases are relatively common'An economic incentive. The salary increase incentive is directly reflected in the important and steadily growing pre-world economic income - salary, which is very intuitive and realistic, and the quantified money can directly make the top management feel the value they have achieved.

On the surface, the bonus is a separate, additional reward with greater variability, but its essence is still "give a little more money", which, together with the basic salary, constitutes the daily income of top management. For top managers, a robust benefits system is more appealing. The main ones are as follows:

Welfare facilities, subsidized benefits, education and training benefits, health benefits, holiday benefits, etc. There are also social insurance, additional allowances, and so on. 2 Career planning Career is the process of career development of senior managers, including the content of senior management's professional life, the way of professional life and the stage of career development.

In the era of knowledge economy, the vast majority of employees, especially the senior managers of enterprises, will have certain aspirations for their future career development, and set the ultimate goals and phased goals for their own development, and will actively create conditions for the realization of their own wishes and goals. Whether or not the career goals of the top management can be achieved, or to what extent, depends not only on the top management themselves, but also on the organization for which the top management works. Enterprises should combine the development of senior management personnel with the development of enterprises according to the overall development plan of the enterprise and the different characteristics of the senior management personnel, provide conditions and opportunities for the development of the senior management personnel, and make relevant human resources planning for the enterprise accordingly.

Summary. Dear, hello, I am happy to answer for you, improve the incentive and restraint mechanism of executives and employees, and the needs of personal ability to fully reflect. According to relevant research and research, in an environment where there is no incentive mechanism, a person's ability can only be exerted by 20% to 30%, and if given sufficient incentives, his ability can be exerted to 80% to 90%.

If an individual is not taken seriously, he or she is likely to drift with the crowd and his or her abilities will not be able to be used effectively. The incentive mechanism can enable an organism to stimulate and encourage behavior, form motivation, and mobilize its initiative and enthusiasm when pursuing certain established goals, that is, people's needs have been met in the process, and their abilities have been better released in the process. Hope it helps.

Have a great day. 

Dear, hello, I am glad to send you an answer, improve the incentive and restraint mechanism of executives and employees, and fully reflect the needs of personal ability. According to relevant research and research, in an environment where there is no incentive mechanism, a person's rock stimulation ability can only be exerted 20 to 30 percent, and if given sufficient incentives, his ability can be exerted to 80 to 90 percent. If an individual is not taken seriously, he or she is likely to drift with the crowd and his or her abilities will not be able to be used effectively.

The incentive mechanism can enable an organism to stimulate the envy of the hosiery machine, encourage behavior, form motivation, and mobilize its initiative and enthusiasm when pursuing certain established goals, that is, people's needs have been met in the process, and their abilities have been better released in the process. Hope it helps. Have a great day.

Hello, dear, I am happy to answer your questions and improve the core competitiveness of enterprises. At present, talent competition is the biggest competition for enterprise development, but in reality, even if there are rich human resources, it can not fully play the enthusiasm of employees, and can not create the greatest benefit value for the enterprise, resulting in insufficient vitality, poor management, low work efficiency, and business difficulties. The main crux of the problem is that it cannot form an effective incentive mechanism to stimulate the enthusiasm of producers and managers, resulting in the general low labor efficiency and work effort of individual workers, and even leading to the transfer of outstanding talents in the enterprise, serious brain drain, and reducing the core competitiveness of the enterprise.

No matter how advanced the technical equipment and hardware facilities of an enterprise are, if it cannot stimulate the ability and talent of employees, and cannot be fully grasped and maximize the role of employees, it still does not have the conditions to challenge the competition in the international market. Hope it helps. Have a great day.

Hello, dear, I am happy to answer your needs for the sustainable development of the enterprise. The course of reform and development of various industries has made us experience a painful lesson, although there are objective factors of one kind or another, but the lack of effective incentive mechanism is still the main reason why we have taken many detours. Nowadays, enterprises are facing the dual pressure of changes in the international market situation after joining the WTO and the rising voice of the domestic industry, and the establishment of an effective incentive mechanism to enhance the enthusiasm and creativity of employees is the foundation of the sustainable development of enterprises.

The internal restraint mechanism for managers is the restraint of independent directors.

An independent director is a director who is independent of the company's shareholders and does not hold a position within the company, and has no important business ties or professional affiliations with the company or the company's management and management, and makes independent judgments on the company's affairs.

The China Securities Regulatory Commission (CSRC) pointed out in the Guiding Opinions on the Establishment of an Independent Director System in Listed Companies (hereinafter referred to as the "Guiding Opinions" of the CSRC) that "independent directors of listed companies refer to directors who do not hold other positions in listed companies and do not have a relationship with the listed companies and their major shareholders that may hinder their independent and objective judgment." ”

Special Powers:

1. Major related-party transactions (referring to related-party transactions with a total amount of more than 3 million yuan or more than 5% of the audited net asset value of the listed company to be reached with related parties) shall be approved by independent directors and submitted to the board of directors for discussion; Before making a judgment, an independent director may engage an intermediary to issue an independent financial adviser's report as the basis for his judgment.

2. Propose to the board of directors to hire or dismiss the accounting firm.

3. Propose to the board of directors to convene an extraordinary general meeting of shareholders.

4. Propose to convene a board of directors.

5. Independently hire external auditors and consulting institutions.

6. Voting rights can be publicly solicited from shareholders before the general meeting of shareholders.