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改革开放以来,青岛市积极推进了市场取向的企业工资收入分配制度改革,基本破除了长期计划经济条件下形成的高度集中的企业工资管理体制,初步建立了适应市场经济要求的企业工资宏观调控体系的基本框架。随着企业工资收入分配制度改革的不断深化,企业工资总量主要由本企业经济效益决定,职工工资水平主要由本人劳动素质和劳动贡献决定的政策格局基本形成,企业内部分配自主权基本落实到位。但从整体上看,改革的力度和深度还不够,距建立适应现代企业制度要求的企业工资收入分配制度的目标还有较大差距。主要表现在以下几个方面:一是企业工资宏观调控体
Since the reform and opening up, Qingdao has actively promoted the market-oriented reform of the wage and salary distribution system for enterprises, basically breaking away from the highly concentrated enterprise wage management system formed under the long-term planned economy and initially setting up a macro-control system for enterprise wages that meets the requirements of the market economy The basic framework. With the deepening reform of the wage and salary distribution system, the total amount of wages and salaries of enterprises is mainly determined by the economic benefits of the enterprise. The wage structure of the employees mainly consists of the policy pattern determined by their labor quality and contribution to labor, and the allocation of internal autonomy within the enterprise is basically implemented. However, on the whole, the intensity and depth of the reform are not enough, and there is still a long way to go before the goal of establishing a wage and income distribution system for enterprises that meets the requirements of the modern enterprise system. Mainly manifested in the following aspects: First, corporate salary macro-control body