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1988年,根据中央关于发展生产力、提高经济效益的精神,在总结试点经验的基础上,大多数城市普遍推广了工资总额同经济效益挂钩、按比例浮动的办法(以下简称“工效挂钩”)。两年多的实践表明,“工效挂钩”办法还是成功的,无论对促进企业发展生产,提高经济效益,还是对稳定国家财政收入,都具有一定的激励作用,并取得了较好的效果,基本上上实现了国家多收、企业多留、职工个人多得的目的。但是,同其他改革措施一样,由于缺乏一些与之配套的改革,以及其本身的系统模式还不够完善,“工效挂钩”也难免出现一些问题。对此上上下下、方方面面都有议论,作为财政、工资改革部门的基层工作人员,我们就当前议论较多的几个问题作了专题调研,在此提出一些思路性意见,与大家共同探讨。
In 1988, based on the Central Government’s spirit of developing productive forces and improving economic efficiency, based on the summarizing pilot experience, most cities generally promoted a method in which the total salary is linked to economic benefits and scaled up (hereinafter referred to as “employer efficiency”). More than two years of practice has shown that the “employer efficiency linkage” approach is still successful. It has a certain incentive effect and has achieved good results in promoting the development of production, improving economic efficiency, and stabilizing the country’s fiscal revenue. The purpose of achieving more revenue for the country, more companies stay, and more for individual employees. However, like other reform measures, due to the lack of supporting reforms and its own system model that is not yet perfect, “ergonomic linkage” will inevitably lead to some problems. There are discussions on all aspects of this matter. As the grass-roots staff of the finance and salary reform departments, we have made special investigations on several issues that are currently discussed. We hereby put forward some ideas and discuss them together.