摘要：引入职业经理人制度是家族企业改善组织机制，突破企业发展瓶颈，实现可持续发展的必然途径。但家族企业引入职业经理人后并非一劳永逸，现实中职业经理人窃取企业机密、中饱私囊、夺取客户资源等例子有很多，因此对职业经理人约束机制的构建显得尤为重要。本文从人力资源管理的视角研究家族企业职业经理人约束机制，提出构建基于工作说明书的职业经理人选人机制，基于平衡计分卡的职业经理人用人机制，基于股权激励的职业经理人留人机制。
关键词：家族企业 职业经理人 人力资源管理视角 约束机制
Abstract: The introduction of professional managers is the inevitable way to improve the family business organization, break the bottleneck of enterprise development, and achieve sustainable development. But the family business after the introduction of professional managers is not a once and for all, in fact, there are many examples about Professional managers steal corporate secrets, personal enrichment, and Capture customer resources. Therefore, establishing the constraint mechanism of profession manager is particularly important. The paper studies the constraint mechanism of profession manager from the perspective of human resource management, proposes establishing the selection mechanism based on SOW, the assessment mechanism based on balanced scorecard, the incentives based on stock options.
Keywords: Family Enterprises, Profession Manager, Human Resource Management, Constraint mechanism
近年来，由于我国家族企业职业化进程加快，家族企业与职业经理人之间的矛盾日益凸显，家族企业职业经理约束问题也成为国内学术界的研究热点。但目前的研究大都集中在家族企业外部约束即职业经理人市场建立、法律规范等方面，关于家族企业内部职业经理人约束的研究也只是涉及到了企业制度规范和激励约束等方面，不够全面和深入。基于人力资源管理的视角，本文将从家族企业选人、用人、留人三个角度构建职业经理人的约束机制，也希望能在此抛砖引玉带起更多对于家族企业职业经理人约束机制的研究。
