国企传统的人事和劳动管理,在计划经济体制下曾经发挥过巨大的作用;现阶段仍在某些方面具有重要影响。然而,随着经济体制转换和社会大环境的变迁,在新形势下这种管理亟待变革。主要问题1、过于强调等级控制与资格排序一是等级控制。国企作为一个生产经营单位,党政工各有自己的管理层次,形成了一帮人马、三块牌子、交叉任职、一人多职的局面。其中,本职职务通常是职务等级的标志;其衡量标准是“相当于某某级别”的“影子”级别。由此形成职务序列,实行相应的等级控制。等级控制有三个特点,一是做什么应逐级传达;二是怎样做可逐级请示;三是做得怎样要逐级汇报。二是资格排序。资格是种民间认可标准,主要由个人资质(如职称、技术等级)、履历(如工龄、厂龄、历史业绩)以及个人影响力等因素形成。它是个人客观实际在同事心中普遍的主观评价;不同的评价结果形成资格上的排序,这种排序虽然是非正式 The traditional personnel and labor management of state-owned enterprises have played a huge role in the planned economic system. At this stage, they still have an important influence in some aspects. However, with the change of the economic system and the change of the social environment, this kind of management urgently needs to be changed in the new situation. The main problem 1, too much emphasis on level control and qualification First, the level of control. As a production and operation unit, state-owned enterprises each have their own management level, forming a group of people and three brands, cross-serving, one multi-job situation. Among them, the job title is usually a mark of job rank; the measure is “Shadow Level” corresponding to a certain level. The formation of job sequence, the implementation of the corresponding level control. Level control has three characteristics, one is to do what should be conveyed level by level; two is how to do step by step instructions; three is how to report level by level. The second is the ranking of qualifications. Eligibility is a standard of non-governmental accreditation and is mainly composed of personal qualifications (such as job title, technical grade), resume (such as length of service, factory age, historical performance) and personal influence. It is a personal objective reality in the hearts of colleagues generally subjective evaluation; different evaluation results form the ranking of qualifications, although this sort of informal