摘要
国有企业薪酬体系市场化改革的主要目的在于破除薪酬分配“大锅饭”“板结化”的弊端,实现按能力、按业绩分配,留住有价值的员工,激励员工提高效率与绩效,全面提升员工的工作能动性。Q公司在探索市场化薪酬分配的过程中,逐步打破论资排辈的分配观念,基于一体化的职位晋升体系,薪酬分配向绩优者、高技能人才倾斜,合理拉开薪酬差距,形成能多能少、能增能减的薪酬分配格局。Q公司经过多年的实践,取得了较好的成效:激发了员工的工作积极性和创造力;增强了员工的竞争意识和团队向心力;吸引和留住了优秀人才,推进了公司整体实力的提升。
The main purpose of market-oriented reform of the salary system in state-owned enterprises is to eliminate the drawbacks of“big pot rice”and“rigid”salary distribution,achieve distribution based on ability and performance,retain valuable employees,motivate employees to improve efficiency and performance,and comprehensively enhance their work initiative.In the process of exploring market-oriented salary distribution,Company Q has gradually broken the concept of seniority-based distribution,tilted salary distribution towards high performing and highly skilled talents based on an integrated job promotion system,reasonably widened the salary gap,and formed a salary distribution pattern that can increase or decrease salary according to the ability.After years of practice,good results have been achieved.For example,the work enthusiasm and creativity of employees have been stimulated;employees'competitiveness and team centripetal force have been enhanced;outstanding talents have been attracted and retained,and the overall strength of the company has been improved.
出处
《中国人事科学》
2024年第8期75-85,共11页
Chinese Personnel Science
关键词
国有企业
薪酬体系
人才激励
State-owned enterprise
Salary system
Talent incentive
