Abstract
Motivating and rewarding company employees requires constant development and improvement the remuneration of the top management of the company is especially difficult. For this, compensation plans are being developed, which can be conditionally divided into two groups: bonus and stock-based option programs. Bonus programs provide for large-scale remuneration of managers based on the company’s performance in the current year. Compensation plans that reward top management with shares are effective. Such programs are developed only for selected top managers who have a direct impact on the financial results of the company.The purpose of the study is to substantiate the optimal mechanisms for remunerating top managers in Russian conditions and to determine the directions for the development of compensation plans. The object of the research is the mechanisms of involvement and motivation of managers. The subject of the research is the remuneration of the top managers of the company. Methods and methodology of work. General scientific methods were used, such as analysis, synthesis, method of classification and typology, generalization, abstraction, modeling. It has been established that in Russia it is advisable to use «phantom» shares because the domestic legislative framework does not define the mechanisms of reward with shares as broadly as is customary in developed countries. It is also recommended to apply bonus programs with payments in installments for 2–3 years. Directions have been identified to improve the effectiveness of bonus and option compensation plans in Russia.
Highlights
The purpose of the study is to substantiate the optimal mechanisms for remunerating top managers in Russian conditions and to determine the directions for the development of compensation plans
The object of the research is the mechanisms of involvement and motivation of managers
The subject of the research is the remuneration of the top managers of the company
Summary
Механизмы стимулирования менеджеров высшего звена компании в долгосрочной перспективе Ординарцев И. Особую сложность имеет вознаграждение высшего менеджмента компании. Для этого разрабатываются компенсационные планы, которые условно можно разделить на две группы: бонусные и опционные программы на основе акций. Бонусные программы предусматривают вознаграждение менеджеров в крупных размерах по итогам работы компании в текущем году. Такие программы разрабатывают только для избранных топ-менеджеров, которые оказывают непосредственное влияние на финансовые результаты работы компании. Цель исследования — обоснование оптимальных механизмов вознаграждения топ-ме неджеров в российских условиях и определение направлений развития компенсационных планов. Установлено, что в России целесообразно применять «фантомные» акции в связи с тем, что отечественная законодательная база не определяет механизмы вознаграждения акциями так же широко, как это принято в развитых странах. И. Механизмы стимулирования менеджеров высшего звена компании в долгосрочной перспективе // Управленческое консультирование.
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