Knowledge economy is a brand-new economic form, which is based on the production, distribution, dissemination and use of knowledge, supported by creative human capital and supported by high-tech industries and intellectual industries.
In the knowledge-based economy society, knowledge is highlighted to a very prominent position, and the development of human capital, especially the development of human capital creativity, has special value in the economy. The core of human capital incentive mechanism is to activate human capital in modern enterprises and make it play a greater role in the process of wealth creation, because in fact, modern enterprises are composed of material capital and human capital.
I think the incentive mechanism of human capital consists of four parts:
One is distribution according to work:
Second, distribution according to capital;
The third is to create a relaxed environment for employees:
The fourth is to provide training and further study opportunities for employees.
The first two items belong to the "hardware" of the incentive mechanism, which is realized by cash, physical objects, stocks and dividends.
The latter two items belong to the "software" of incentive mechanism, which provides a soft environment for employees to strive for progress.
The whole incentive mechanism is a systematic project, and only by combining soft and hard can we achieve remarkable results.
I. Distribution according to work
Distribution according to work should at least include the following contents:
A. salary:
This is the most basic part of employees' labor remuneration and the main source of employees' life.
According to the principle of distribution according to work, the quantity and quality of laborers' labor should be linked to their remuneration. At present, the wage reform of enterprises is basically based on the principle of distribution according to work and combined with the actual situation of enterprises.
The salary of some enterprises consists of basic salary, post salary and performance salary (in the form of year-end red envelopes).
Some enterprises' salary consists of basic salary and floating salary (year-end bonus).
No matter what kind of wage reform, there is a process of continuous improvement, and all enterprises should constantly revise and improve it in practice, because wages have the closest relationship with the incentive mechanism, and whether the wage setting is reasonable directly affects whether the incentive mechanism plays a role.
B. Bonus:
This is a reward paid to employees in the form of money according to their extra contribution to the enterprise.
Some enterprises engage in year-end awards and some engage in special awards, such as promoting a new product to foreign markets, or greatly increasing the market share of a product, or exceeding the profit plan. And the company gives bonuses to employees.
However, we should pay special attention not to divide the bonus equally and turn it into a disguised welfare, which will lose the incentive effect of the bonus.
C. allowances:
This is the supplementary labor remuneration given to employees according to their working conditions, labor nature and working years. For example, comrades who supply goods often run factories, go on business trips, organize the supply of goods, and receive subsidies as this labor post. Another example is the "three express trains" to Hong Kong. The workers who follow the train have a large amount of labor and are very hard, and they also receive post allowances, which is a more concrete embodiment of the principle of distribution according to work.
D. very good:
This is an economic punishment for employees who violate the rules and regulations and cause harm to the enterprise.
Economic punishment is a very effective means to manage enterprises. For example, many companies have many legal cases, and some salesmen have been cheated by customers because of carelessness, and they have not received money after delivery, which has caused losses to the company, ranging from tens of thousands to hundreds of thousands or even millions. For this kind of negligent behavior, a fine must be imposed, which has a warning effect on people and enterprises who make mistakes.
Two. Distribution according to capital
Distribution according to capital has two main contents: first, employees in enterprises hold shares; The second is to encourage entrepreneurs through options.
A. Internal employee stock ownership
Internal employee stock ownership refers to employees' contribution to their own enterprises in the form of shares, which closely links the economic benefits of enterprises with the personal interests of employees.
With the deepening of economic system reform and the establishment of modern enterprise system, employee stock ownership in enterprises is more and more accepted by people and has become a new content of employee compensation system.
Employee stock ownership will inevitably increase the attention to enterprise assets and play the role of self-motivation and self-restraint, but it will also cause some problems worthy of our attention.
Dual identity of employees
Introduce the elements of employee stock ownership system in state-owned enterprises, so that the internal members of state-owned enterprises are both workers and capital owners.
And become the main body of corporate governance structure, controlling the operation of enterprise assets, which to a certain extent established the main position of employees in the enterprise, so that employees have the following characteristics:
First, the combination of capital logic and labor logic.
After the implementation of the employee stock ownership system, state shares, legal person shares, social individual shares and internal employee shares form an interest * * * body, and investors of material capital can obtain benefits by virtue of equity and establish enterprises through capital combination, thus still embodying capital logic, and maximizing profits is the primary goal of enterprises;
At the same time, after the employees in the enterprise become shareholders, because the shares held by the employees cannot be bought and sold at will, the employee stock ownership is based on the fact that he is an employee in the enterprise, so the employees become the main body of the corporate governance structure, that is, the property foundation of the employees as the owners of the enterprise is established, which reflects the labor logic to some extent.
Second, the one-share one-vote system is combined with the one-person one-vote system.
Linked to the logic of capital, under the employee stock ownership system, no matter what the status of the shareholders is, as long as they invest in shares, they can get equal treatment from the company, that is, they only recognize shares and do not recognize people.
Shareholders enjoy equal treatment according to the number of shares they own and their proportion in the total capital.
One share, one vote system, that is, the more capital invested, the greater the equity and the greater the responsibility.
At the same time, the shareholders' meeting composed of internal employees is qualified, that is, people outside the enterprise are excluded from holding internal employee shares, and every employee enjoys equal rights. The employee meeting basically follows the one-person-one-vote system.
Third, the owners of material capital and human capital enjoy profits.
An enterprise has both material capital and human capital. It admits to sharing profits according to the proportion of capital and labor, and the income of its internal members is closely related to its operating conditions.
Fourth, the distribution according to work is combined with the distribution according to capital.
As the input of living labor, members of the enterprise get wages, and the size of wages is directly proportional to the quantity and quality of workers' labor. More work and more pay, less work and less pay, which embodies the principle of distribution according to work.
At the same time, employees, as shareholders holding shares in the enterprise, bear limited liability for the debts of the enterprise to the extent of the capital invested, and can participate in the surplus distribution of the enterprise according to shares, so that the income of employees contains the elements of distribution according to capital.
B. Encouraging entrepreneurs through options
If employees have dual identities after holding shares, that is, workers and capital owners, then this dual identity is even more special after entrepreneurs hold shares.
The special identity of entrepreneurs is that entrepreneurs have human capital.
For entrepreneurs, human capital is the basic property and the source of all other wealth.
Entrepreneur's human capital not only shows universal talent, knowledge (which can be book knowledge, life experience and work experience) and ability, but also contains special assets, which are composed of the physical strength and energy that entrepreneurs put into enterprises in the long-term work process.
For example, the operator of a real estate enterprise has a wealth of knowledge about the development and management of real estate, and knows the production organization mode, technological process, sales characteristics and even business secrets of the enterprise like the back of his hand, forming their special human capital, but once he quits the enterprise, his special assets will depreciate until they are completely lost.
For another example, a large enterprise group acquired a nickel-hydrogen battery factory. Entrepreneurs and entrepreneurs in this factory have professional knowledge about the production and sales of nickel-hydrogen batteries, which makes them feel at home in this industry. At the same time, it also increased the gold content of their own value when they were acquired, forming their special assets. But these special assets are only useful for investing in Ni-MH battery plants, but useless in another industry.
Therefore, dedicated human capital constitutes the wealth of entrepreneurs in their own enterprises. In order to encourage entrepreneurs to create more wealth, capital owners invented equity incentive technology, which linked the interests of entrepreneurs with those of enterprises and capital by transferring part of the equity of enterprises.
Therefore, it is the embodiment of labor logic that entrepreneurs gain the de facto control of enterprises by virtue of human capital; The implementation of equity incentive is the organic unity of labor logic and capital logic, and the integration of human capital property rights and material capital property rights.
In our country, the cultivation of entrepreneurs and the exertion of their talents play a very important role in improving the asset operation efficiency of state-owned enterprises.
3. Create a relaxed environment for employees
Creating a relaxed and happy working environment for employees is an important part of the incentive mechanism. A relaxed and happy working environment includes many contents, only three of which are analyzed here:
(1) Give priority to encouraging employees.
Criticism of workers should be realistic and guided by the situation, especially for young people, and encouragement and criticism should be combined to let them speak freely, have different opinions and accept criticism happily.
This requires enterprise leaders to have considerable leadership ability and level, and to have good self-cultivation. This is the basis for creating a relaxed environment for enterprises.
(2) Give talented people a development space.
For an employee with certain ability, let him take charge of a job independently, give him rights, give him a position, give him room to develop his talents, and let him give full play to his full potential, which can achieve the greatest incentive effect.
Generally speaking, everyone has a certain potential. The key lies in whether the leaders can discover and make full use of it, so that the potential of employees can fully serve the enterprise. A wise leader is the one who is best at exerting the potential of employees.
So in a sense, boldly promoting capable young people is sometimes more motivating than giving him more bonuses.
In fact, people's needs are diverse, and the forms of realizing their own values are also diverse. Facts have proved that some people seem to be unknown in one unit, but when they switch to another unit, their potential is fully exerted and they have done a very good job.
Therefore, it is an important content for every leader to give full play to the potential of employees and create a relaxed environment.
(3) Caring for employees' lives
Caring for employees' lives and helping employees with specific difficulties is also an important part of the relaxed environment of enterprises.
People-oriented is the soul of enterprise management. Only when enterprise leaders really care about employees, help them solve their difficulties in life and work, and solve their worries, can employees truly love and be loyal to the enterprise and do their best for its development.
(4) Establish corporate culture
Creating corporate culture, making corporate culture a coagulant and closely uniting employees within the enterprise are also the contents of creating a relaxed environment for employees.
Every enterprise has its historical background and cultural background, and each culture has a strong penetration. At present, many enterprises hold cultural performances, sports competitions and help the poor through a positive corporate culture, unite the broad masses of workers and strive for the best economic benefits for enterprises.
Four. Provide lifelong education opportunities for employees
Creating lifelong education opportunities for employees is the fourth main content of the incentive mechanism. This is even more important in the era of knowledge economy.
Young people are willing to constantly improve their work level and ability. Therefore, providing them with opportunities for further study will not only enable them to create more and better wealth for the enterprise, but also inspire their spirit of loving the enterprise.
We see that when many foreign banks recruit talents in China, they often attach such a condition: "Send competent employees to relevant foreign banks for training for several months or a year".
Then, when other conditions are the same, such as salary, welfare and jobs, many young people will choose banks with training opportunities first, because this is the intellectual investment of banks and the condition to encourage them to create profits for enterprises.
A wise business leader should make a lifelong education plan for employees, especially young employees, and should have a targeted plan. According to the development goal of the enterprise, short-term off-the-job training is combined with long-term amateur training, so that employees can constantly adjust their knowledge structure according to the development of the enterprise and arm their minds with new knowledge to adapt to the development of the enterprise.
This is particularly important in the future era of knowledge economy. At present, long weekends have been implemented in China, which provides time guarantee for amateur training of employees. We should make full use of this period of time, effectively arrange the training of employees, and regard this work as an important part of the employee incentive mechanism.
In this regard, there are two ideological obstacles to be overcome:
First, I am afraid that learning will affect the business progress and the profit index of the enterprise this year.
For this problem, enterprise leaders need to straighten out the relationship between long-term interests and short-term interests of enterprises. As the saying goes, sharpening a knife does not miss the woodcutter. By training employees and improving their professional level, it will certainly bring long-term economic benefits to enterprises.
Second, I am afraid that employees' skills will improve after learning, and their wings will become hard, so that enterprises will "lose their wives and lose their soldiers".
It is understandable that business leaders have such concerns. We can take related methods:
For example, by signing contracts with employees of enterprises and using legal means, the intellectual investment of enterprises in employees can be rewarded in a certain period of time.
However, this is not the fundamental solution. Because if the incentive mechanism is not in place, enterprises can pin down employees, but they can't pin down their hearts. If the employee's heart is no longer in the enterprise, even if there is a contract constraint, it can only bind the employee on the surface, but can't let him devote himself to the incentive mechanism of the enterprise, so that talents can be used in the enterprise. In this way, not only will the talents trained by the enterprise not be lost, but also a large number of talents will be attracted to the enterprise.
It can be seen that the incentive mechanism is the foundation for enterprises to retain talents. Using it well can bring immeasurable economic benefits to enterprises.
It is gratifying that more and more business leaders realize that a dynamic enterprise must have an incentive mechanism for dynamic human capital. Relying on this mechanism, those who make contributions will be rewarded and those who cause losses will be severely punished. Then, the wealth of the enterprise will certainly accumulate rapidly.