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《宝钢劳动工资制度改革的实践》一文,介绍了宝钢这个国营现代化特大型企业,紧紧抓住“效率”这个中心,从科学管理入手,有条不紊地推行劳动和工资制度改革。这个厂的领导者们认为,人的科学管理,是大中型企业最重要的活力来源,而这种管理的目的是提高劳动生产率。他们在劳动制度的改革中.树立以最小的人力投入、资源投入和工资投入,产出最大财富的观念,并且采取一系列科学的措施,不断精简工员,合理组织生产;对下岗的职工合理安置;对岗上人员实行严明的分配制度等。这一套改革措施的实施,大大调动了职工的积极性,有效地提高了劳动生产率,全面提高了企业的经济效益。宝钢改革劳动工资制度的实践和经验,值得各地大中型企业借鉴与参考。
The article “The Practice of Baosteel’s Labor Wage System Reform” introduced Baosteel as a state-owned and super-sized modern enterprise, seized the center of “efficiency”, started from scientific management, and systematically promoted the reform of the labor and wage system. The leaders of this factory believe that the scientific management of people is the most important source of vitality for large and medium-sized enterprises, and the purpose of such management is to increase labor productivity. In the reform of the labor system, they established the concept of minimum human input, resource input, and wage input, and produced the greatest wealth, and adopted a series of scientific measures to continuously reduce the number of workers and rationally organize production; Resettlement; strict distribution system for staff on the post. The implementation of this set of reform measures has greatly mobilized the enthusiasm of employees, effectively increased labor productivity, and comprehensively improved the economic efficiency of enterprises. The practice and experience of reforming the labor wage system at Baosteel is worth learning and reference from large and medium-sized enterprises throughout the country.