随着我国加入世贸组织,建筑企业面临着更大的挑战。如何适应新形势的变化,建立适合现代企业制度要求的长效激励约束机制,稳定建筑业经营人才队伍,提升企业竞争力,是摆在我们面前亟待解决的重要课题。本文以青岛建设集团公司为例,从薪酬改革的角度对企业不同人群提出不同的激励方案,主要对企业经营者年薪制分配方式进行探讨,供大家参考。 With China’s accession to the WTO, construction enterprises are facing greater challenges. How to adapt to the changes in the new situation, establish a long-term incentive and restraint mechanism that suits the requirements of the modern enterprise system, stabilize the management personnel in the construction industry and enhance the competitiveness of enterprises are the important topics to be solved before us. Taking Qingdao Construction Group Corporation as an example, this paper proposes different incentive plans for different groups of enterprises from the perspective of salary reform, and mainly discusses the distribution of annual salary system for business operators for your reference.