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一、问题的提出 由于现在维修技工是在原八级工资制和基本上吃大锅饭的奖金分配形式下承担设备维修工作的,因此,不能调动维修技工的积极性,形成不懂技术的不学技术,有技术的不能发挥作用的局面。要使企业参与市场竞争,提高人的素质和技术装备水平,改革现行的设备维修管理工作和工资奖金分配制度势在必行。 改革的主要内容是根据原纺织工业部劳动规范用工定额和现在用工状况测算岗位定额,核定实际需要设备维修技工用工总人数,并按照目前实发工资奖金核定工资总额,在保持总额不变的情况下,采用增人不增薪,减人不减薪的办法,并与车间产品产量、质量及各种消耗定额挂钩浮动。部门或车间有工资奖金分配权和劳动组织组合权,实行全面责任承包。厂部除指导服务外,不予干涉。
First, the problem is raised because the maintenance technicians are now responsible for equipment maintenance under the original eight-level wage system and basically the bonus distribution form for eating large pots of rice. Therefore, the enthusiasm of maintenance technicians cannot be mobilized to form non-technical non-learning technologies. The inability of technology to play a role. It is imperative for enterprises to participate in market competition and improve the quality of people and the level of technical equipment. It is imperative to reform the current equipment maintenance management and salary bonus distribution system. The main content of the reform is to measure the job quotas according to the labor quotas and the current employment status of the former Ministry of Textile Industry, to verify the actual total number of workers required for the maintenance of mechanics, and to calculate the total wages according to the current actual salary bonuses, while keeping the total amount unchanged. In the following, the method of increasing the salary without increasing the salary and reducing the salary without reducing the wages is linked to the fluctuation in the output, quality and various consumption quotas of the workshop products. Departments or workshops have wage bonus distribution rights and labor organization combination rights and implement comprehensive responsibility contracting. The factory department will not interfere except for guidance services.