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北京国资鑫通投资有限公司国企市场化薪酬改革提速 [复制链接]

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北京国资鑫通投资有限公司国企市场化薪酬改革提速,新一轮国资国有企业改革处于正在进行时。本轮改革的重点任务之一,是要加快国有企业薪酬制度改革,完善薪酬确定机制,合理确定薪酬水平,规范福利性待遇,健全薪酬监督管理机制。国有企业职业经理人薪酬制度改革究竟何去何从,如何通过薪酬制度改革,促进企业长期持续发展,充分发挥国民经济的支柱作用,是当前亟待破解的难题。

“以前我们强调的是效率,这一轮广州的薪酬改革我认为更强调的是公平。”北京国资鑫通投资有限公司国企市场化薪酬改革提速,在谈及薪酬制度时,广州市国资委总经济师罗俊茯在第二届国企改革前沿论坛上表示,广州在薪酬的分类监管分类考核方面做了一些探索,主要分为竞争类和准公益类,竞争类又细分为一般竞争、金融企业和平台公司三类。三类的考核指标略有不同,对于准公益性企业,强调社会效益的指标;金融企业等完全竞争性企业的薪酬制度,则将结合职业经理人制度的改革完善。

薪酬应做到“能增能减”,北京国资鑫通投资有限公司国企市场化薪酬改革提速已经是薪酬制度改革的共识。在这一轮参与重组、混改等大动作的企业中,不少企业都将改革作为契机,推进激励机制的改革。例如铁塔公司,在成立以后将分配与工作绩效挂钩,定岗定薪、岗变薪变,薪酬水平依据绩效情况能增能减,充分发挥员工活力。今年完成混改的东方航空物流有限公司也在薪酬改革方面提出了“一人一薪,易岗易薪”的原则。据悉,混改后“脱马甲”的员工薪酬不再由层级决定,而是随岗位变动。

中国企业研究院首席研究员李锦表示,上一阶段薪酬改革的“限薪令”为薪酬改革拉开序幕,而目前的薪酬体制改革则应该和推进职业经理人制度等工作结合起来。他表示,薪酬改革的重点是“能增能减”,而实现这个目标的基础,就在于对国企高管干部进行分类定性。“目前央企国企中,高管还是‘一揽子’,行政干部和经营干部没有分开。”李锦说,这其实意味着所有权和经营权的代表者没有分开。他建议加快职业经理人制度建设,做到行政、经营两分开,才能使薪酬制度的改革顺利进行。
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