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一、内部分配管理体制兖矿集团对工资分配实行分级管理的体制,可概括为“三个层次,一个放开”。三个层次:第一层次为集团公司层。集团公司每年年初按照公司经济效益预测和承受能力,制定年度工资分配方案,确定工资水平增长幅度。第二层次为成员企业层。集团公司按照“一厂一策”政策,分别制定成员企业工资与经济效益挂钩办法,把产量、销售收入、利润、安全、成本、效率等主要指标逐项分解并与工资分配挂钩。效益好的单位工资水平适度增长;对亏损单位工资水平从严控制,缓解工资成本对单位效益的负面影响;对子公司建立工资指导线,确保效率优先,分配规范;对事业单位实行工资水平与锁定的经费基数挂钩
I. Internal Distribution Management System Yankuang Group's system of grading management of wage distribution can be summarized as “three levels and one liberalization.” Three levels: The first level for the group company layer. At the beginning of each year, according to the forecast and affordability of the Company's economic benefits, the Group formulates an annual salary distribution plan and determines the rate of increase of wages. The second level is member enterprise layer. In accordance with the policy of “one plant, one policy”, the group companies respectively formulated the pegging measures of the salaries and economic benefits of the member enterprises to break down the main indicators of output, sales revenue, profit, safety, cost and efficiency one by one and link them with the salary distribution. The wage level of the unit with good profit will increase moderately; the wage level of the unit with the loss will be strictly controlled to ease the negative impact of the wage cost on the unit profit; the wage guideline will be set up for the subsidiaries to ensure the priority of efficiency and the standardization of distribution; Locked funding base linked