企业的职能科室作为综合服务部门或管理协调机构,由于其特定的工作性质和职责,在落实内部经济责任制过程中,遇到的最大问题是职责不易划分,指标难于确定,绩酬挂钩不紧,赏罚不够严明。随着改革的不断深化,企业的生产车间普遍实行了层层承包,职能科室如何进行配套改革,湖北省宜城县铝矿作了有益的尝试。1988年,该矿在完善生产车间承包经营责任制的同时,对职能科室实行了“工作项目工资含量”的分配方法,收到了较好的效果。其具体做法:一、由矿明确划出每个科室应承担的工作职责、工作标准、费用指标(包括工资、办公费、差旅费、招待费等)。各科室根据矿里下达的工作任务和本科室的实际情况,将工作任务分解成具体的工作项目,同时规定各个工作 The functional departments of an enterprise, as an integrated service department or a management coordination organization, have the greatest problems encountered in the implementation of the internal economic responsibility system because of their specific job nature and responsibilities. , rewards and punishments are not strict enough. With the continuous deepening of the reform, the company’s production workshop has generally implemented layered contracting, and how the functional departments carried out supporting reforms. The aluminum mine in Yicheng County, Hubei Province has made beneficial attempts. In 1988, while improving the contract responsibility system for production workshops, the mine also implemented a method of assigning “wage content of work items” to functional departments, and received good results. Its specific approach: First, the mine clearly defined the work responsibilities, work standards, and cost indicators (including salary, office expenses, travel expenses, hospitality expenses, etc.) that each department should undertake. Each department decomposes the work task into concrete work items according to the work tasks assigned by the mine and the actual situation of the undergraduate room, and stipulates each work.