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薪酬和履职待遇及业务支出既是国有企业改革的重点,也是老百姓关注的内容之一,从这两个方面入手推进改革等于抓住了国企改革的“牛鼻子”。此次央企薪酬改革选择的72家中管企业影响力大、示范性强,且试点后有普遍推广的意义。薪酬水平的确定,要做到与管理者责任、风险和贡献相适应。为体现分配公平,央企负责人应分为两类考核。一类是由组织上任命并选派到企业行使所
The remuneration and performance treatment and business expenditure are both the focus of state-owned enterprise reform and one of the concerns of ordinary people. Promoting reform from these two aspects is equivalent to grasping the “noses and nose” of state-owned enterprise reform. The selection of 72 central SOEs for compensation reform has a strong influence on the mid-tier enterprises, with strong demonstration and the significance of universal promotion after the pilot. To determine the level of pay, to be consistent with the managers responsibility, risk and contribution. To reflect the fair distribution, the central enterprises responsible person should be divided into two types of assessment. One is organized by the organization and assigned to the business exercise