民营科技企业人才激励机制研究

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摘要

人才已成为 21 世纪企业竞争争夺的重点。在国有企业和跨国公司夹缝中成长

的民营科技企业，虽然有灵活的运作体制，但是在人才的引进和激励方面仍不具

有优势。本文将民营科技企业的人才激励机制作为研究对象，力图构建一套有效

的激励体系，使民营科技企业能够更具发展的潜力，这是在理论上和实践中都具

有重大意义的课题。

在研究方法上，本文采用了研究文献、案例调查研究、国内外案例分析比较

法、数学模型等方法，最后运用实证分析法对天正明日公司进行了分析和激励机

制方面的改进和应用。本文通过对民营科技企业在激烈竞争环境下，如何做好对

人才的引进和激励机制工作的研究得出如下几点结论：（1）既要重视薪酬和股权

两种短期物质激励形式，又要做好长期的企业文化的精神激励，两者缺一不可。（2）

要积极借鉴发达国家的经验和教训，这样能使我国民营企业在发展过程中少走弯

路，节约激励成本。（3）企业管理人员和所有者一定要树立企业所得价值与员工

共享的理念，这样才能走的长远。（4）企业文化激励机制的构建一定要找到自己

的核心价值观，不能简单模仿否则没有长效。本文的创新之处有：根据民营科技

企业生命周期理论和股权激励理论相结合来分阶段构建不同的股权激励模式。

本文由六部分组成。第一、二章阐述论文的研究背景和意义、论文所涉及的

主要概念以及研究范围的界定，论文的框架和主要研究方法，论文主要结论、创

新、不足及未来的研究方向，同时对国内外的相关研究文献与实践进行了综述。

第三章概述我国民营科技企业目前的人才激励现状和问题，同时通过对美日为代

表的发达国家人才激励机制的介绍与分析，提出我国民营科技企业在人才激励机

制方面应该在股权、企业文化激励机制方面借鉴发达国家的成功经验。第四章从

企业实际操作层面对薪酬、股权和企业文化激励机制进行分析的基础上，论文强

调应该从薪酬、股权和企业文化等三方面整体设计和构建民营科技企业人才激励

体系，并探讨了薪酬设计的方法，以及在企业不同生命周期阶段股权激励的形式。

第五章以微软和深圳华为例，介绍了他们在人才激励机制方面的实践及成功经验。

最后，第六章以笔者所在的上海天正明日电力自动化公司为对象，分析了它的人

才激励机制，并提出了相关的改进对策。

关键词：民营科技企业人才激励机制薪酬股权企业文化

ABSTRACT

Talents have become the enterprises competition for the 21st century. Although the

private scientific and technological enterprises which grow in the crevice between the

state-owned enterprises and multinational companies have a flexible operation system,

they still don’t have advantage in the introduction and incentive of talents. This text will

regard private scientific and technological enterprise’s talent incentive mechanism as the

research object, and try to construct a set of effective incentive system and make the

private-owned enterprises have more development potential. This is a great significant

subject in theory and practice.

In the study, this paper adopts the method of literature, investigation and study,

home and abroad case analysis and comparison method and mathematical model of case

method, finally using empirical analysis to analyze and improve and applicate incentive

mechanism of Tianzheng Tomorrow Company. Based on private s&t enterprises in the

fierce competition environment, how to introduce and research incentive mechanism,

and have the following conclusion:(1)Pay more attention to salary and equity two short

form's material incentive and make long-term corporate culture’s spirit incentive, both

are necessary.(2) To draw actively lessons from the reference of developed countries ,

the experiences and lessons that can make our private enterprise avoid detours in the

process of the development actuality, saving cost.(3) Enterprise management personnel

and the owner must establish concept of sharing with employees when enterprise

income value, so that we can go long.(4) Enterprise culture of incentive mechanism of

constructing must find their own core values, not simply imitating or no effect. The

innovation of this paper has: According to the theory of life cycle of private scientific

and technological enterprise combining equity incentive theory to construct different

stages of the stock ownership incentive mode.

The text has six parts. The first and second chapter of this thesis researches

background and meaning, the thesis mainly involved the concept and research, the paper

defines the scope of research methods, the frame and main thesis main conclusion,

innovation, and the future research direction, and reviews with the related literature at

home and abroad and practice. The third chapter outlines our private scientific and

technological enterprise of current situation and the problems of talent incentive. At the

same time, through the introduction and analysis of the incentive mechanism of talent

about America and Japan as a representative of the developed countries, our private s&t

enterprises should learn the successful experiences of developed countries in equity and

culture incentive mechanism. From actual operation platform and on the basis of the

analysis incentive mechanism of salary and equity and enterprise culture, the fourth

chapter emphasizes the design and construction of private scientific and technological

enterprise personnel incentive system from three aspects about the salary, equity and

enterprise culture, and discusses the design method of salary and stock ownership

incentive forms in different stages of the life cycle.

The fifth chapter introduces practice in their talent incentive mechanism and

successful experiences about Microsoft and Shenzhen Huawei as cases. Finally, the

sixth chapter analyses its talent incentive mechanism and proposes relevant

countermeasures about Shanghai Tianzheng tomorrow power Automation Company.

Keywords: private technological enterpri，talent incentive mechanism，

salary，equity，enterprise culture.

中文摘要

ABSTRACT

第一章绪论 ····················································································· 1

§1.1 研究背景与意义 ··········································································· 1

§1.2 本文涉及的重要概念及研究范围的界定 ·············································2

§1.2.1 本文涉及的重要概念 ································································ 2

§1.2.2 研究范围的界定 ······································································ 4

§1.3 论文的思路和框架结构 ·································································· 4

§1.4 研究目的和方法 ··········································································· 5

§1.5 全文总结与展望 ··········································································· 6

第二章国内外文献综述 ········································································· 7

§2.1 国外激励理论研究综述 ·································································· 7

§2.1.1 管理学激励理论综述 ································································ 7

§2.1.2 经济学激励理论综述 ······························································ 12

§2.2 国内激励理论研究综述 ································································ 14

第三章国内外民营科技企业人才激励的现状分析 ······································ 15

§3.1 我国民营科技企业人才激励现状 ···················································· 15

§3.1.1 江浙地区民营科技企业人才就业现状分布调查 ····························· 15

§3.1.2 民营科技企业用人机制和激励方式的一般特征 ····························· 16

§3.1.3 不同类型企业所呈现的激励方式的差异分析 ······························· 17

§3.2 民营科技企业人才激励机制存在的问题 ··········································· 18

§3.2.1 管理系统激励机制问题分析（管理系统性方面） ·························· 19

§3.2.2 经济利益激励方面的问题分析（物质需求方面） ·························· 21

§3.2.3 企业文化激励分析（精神需求方面） ········································· 22

§3.3 激励机制创新的必要性和影响因素 ················································· 24

§3.3.1 激励机制创新的必要性 ··························································· 24

§3.3.2 激励机制创新的影响因素 ························································ 25

§3.4 美、日两国激励机制分析 ····························································· 26

§3.4.1 美国科技型企业的创新激励机制 ··············································· 26

§3.4.2 日本科技型企业的创新激励机制 ··············································· 29

§3.5 美日两国科技型企业激励机制的比较和启示 ····································· 32

§3.5.1 两国的股权激励机制比较 ························································ 32

§3.5.2 两国的企业文化激励机制比较 ·················································· 33

§3.5.3 比较的几点启示 ·····································································33

第四章民营科技企业人才激励机制的分析与构建 ······································ 37

§4.1 民营科技企业人才激励机制设计的特点 ··········································· 37

§4.2 薪酬激励制度的分析与设计 ·························································· 38

§4.2.1 薪酬理念 ··············································································38

§4.2.2 薪酬管理框架的选择 ······························································ 41

§4.2.3 基于三种理念的薪酬体系设计 ·················································· 42

§4.2.4 薪酬激励中的业绩评价 ··························································· 47

§4.3 股权激励机制理论 ······································································ 49

§4.3.1 股权激励的基本理论 ······························································ 49

§4.3.2 股权激励的方式 ·····································································50

§4.4 股权激励机制体系的设计 ····························································· 53

§4.4.1 我国民营科技企业实施股权激励的条件 ······································ 53

§4.4.2 根据上市与否对民营科技企业进行股权激励设计 ·························· 55

§4.4.3 民营科技企业不同发展周期的股权激励设计 ································ 57

§4.5 企业文化的分析与构建 ································································ 59

§4.5.1 企业文化的内涵与激励作用 ····················································· 59

§4.5.2 企业文化类型与长期经营业绩 ·················································· 61

§4.5.3 企业文化与企业竞争力 ··························································· 62

§4.5.4 企业文化设计的原则 ······························································ 63

§4.5.5 企业文化三个层面的设计 ························································ 64

第五章国内外民营科技企业人才激励机制的成功经验 ································ 67

§5.1 国外案例分析--美国微软公司与股票期权激励 ··································· 67

§5.1.1 微软曾经成功的法宝--股票期权激励 ·········································· 67

§5.1.2 微软公司为何又放弃期权而转为股权激励 ··································· 67

§5.2 国内优秀民企案例分析—深圳华为公司激励模式 ······························· 68

§5.2.1 华为的激励体系 ·····································································69

§5.2.2 薪酬激励机制 ········································································71

§5.2.3 全员持股制的激励模式 ··························································· 73

§5.2.4 独特的企业文化 ·····································································74

§5.3 可供借鉴的成功经验与教训 ·························································· 76

§5.3.1 可借鉴成功经验 ·····································································76

§5.3.2 要深思的教训 ········································································77

第六章天正明日公司人才激励机制研究的应用 ········································· 79

§6.1 企业的基本概况 ········································································· 79

§6.1.1 企业历史发展 ········································································79

§6.1.2 企业的组织架构 ·····································································79

§6.1.3 企业人才的基本情况 ······························································ 80

§6.2 企业人才激励机制现状和问题分析 ················································· 81

§6.2.1 天正明日公司的人才激励现状 ··················································81

§6.2.2 企业激励机制存在的问题 ························································ 82

§6.3 天正明日公司人才激励机制改进对策 ·············································· 83

§6.3.1 完善企业薪酬激励体系 ··························································· 83

§6.3.2 尝试构建企业股权激励制度 ····················································· 85

§6.3.3 企业文化重新整合 ·································································86

参考文献 ··························································································· 89

在读期间公开发表的论文和科研承担项目及取得成果 ··································93

致谢 ······························································································ 95

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摘要：

摘要人才已成为21世纪企业竞争争夺的重点。在国有企业和跨国公司夹缝中成长的民营科技企业，虽然有灵活的运作体制，但是在人才的引进和激励方面仍不具有优势。本文将民营科技企业的人才激励机制作为研究对象，力图构建一套有效的激励体系，使民营科技企业能够更具发展的潜力，这是在理论上和实践中都具有重大意义的课题。在研究方法上，本文采用了研究文献、案例调查研究、国内外案例分析比较法、数学模型等方法，最后运用实证分析法对天正明日公司进行了分析和激励机制方面的改进和应用。本文通过对民营科技企业在激烈竞争环境下，如何做好对人才的引进和激励机制工作的研究得出如下几点结论：（1）既要重视薪酬和股权两种短期物质激励形式，...

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