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天津市电力公司(以下简称天津公司)自1993年以来,一直执行岗位技能工资制度,现行薪酬构成分为四个部分,工资、津贴、补贴和奖金。但是由于缺乏灵活的调整机制,随着职工工资水平的正常增长,天津公司薪酬项目构成比例严重失衡,固定薪酬(工资、津贴、补贴)比重偏低,变动薪酬(奖金部分)比重过高,基本工资制度激励弹性不足。而且,薪酬项目偏多偏细,项目内涵模糊,功能退化;薪酬水平调整机制僵化,职工升
Tianjin Electric Power Company (hereinafter referred to as Tianjin Company) has been implementing the post skilled wage system since 1993. The current salary composition is divided into four parts: salary, allowances, subsidies and bonuses. However, due to the lack of a flexible adjustment mechanism, with the normal growth of workers’ salaries, the composition of Tianjin’s remuneration projects constitutes a serious imbalance. The proportion of fixed salaries (wages, allowances, subsidies) is low and the proportion of salaries (bonuses) is too high. Wage system incentive flexibility is not enough. Moreover, the remuneration projects are too fragile in nature, with ambiguous connotation and functional degeneration. The adjustment mechanism of remuneration levels is rigid,