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全国邮电企业实行工资总额同邮电业务总量挂钩办法,是邮电企业工资制度改革的重大突破,为企业搞活内部分配,改革邮电企业的工资制度创造了十分有利的条件。挂钩以后,工资总额随业务总量的升降上下浮动,水涨船高,水落船低,不仅给了企业发展通信生产的动力与活力,同时也使企业有了压力,增强了企业的自我约束机制。本文仅就如何搞活企业内部的工资分配和研究建立邮电企业独立的工资制度,谈点自己不成熟的看法。一、关于搞活企业内部工资分配问题近几年来,各地邮电企业在搞活内部分配方面做了大量工作。比如,把劳动报酬同劳动贡献挂起钩来,
The national postal and telecommunications companies’ practice of linking the total amount of wages to the total amount of postal and telecommunication services is a major breakthrough in the reform of the post and telecommunications company’s wage system, which has created favorable conditions for enterprises to invigorate internal distribution and reform the post and telecommunications enterprises’ wage system. After linking, total wages fluctuate with fluctuations in the total volume of business, rise and fall, and drop in water, which not only gives enterprises the power and vitality to develop communication production, but also puts pressure on companies and enhances their self-discipline mechanism. This article only talks about how to invigorate internal wage distribution and study the establishment of an independent salary system for post and telecommunications companies, and to talk about their own immature views. I. About invigorating internal wage distribution in enterprises In recent years, post and telecommunications companies around the country have done a lot of work in invigorating internal distribution. For example, hooking labor rewards with labor contributions,