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我公司是一个近五千名职工的中型施工企业。今年以来,在以完善企业经营机制为重点的内部改革中,积极引进竞争机制,企业的承包经营焕发出新的活力。一、按照公平、择优的原则,竞争招聘各级承包经营者,是层层落实企业内部承包经营责任制,从上到下建立既有激励,又有约束的企业经营机制的有效途径。我公司推行各级承包经营责任制已经多年。但是,以往的承包经营责任制,尽管形式多样,未能跳出“独家议标”的模式,对经营者缺少选择余地。在艰包过程中,一些基层单位的经营者,往往强调种种理由,要求压低承包基数,增加工资含量,使公司的承包指标难以落到基层,承包合同的签订一拖再拖,使两级经营者的精力和时间消耗在合同的讨价还价之
Our company is a medium-sized construction company with nearly 5,000 employees. Since the beginning of this year, in the internal reform focused on perfecting the business management mechanism, the introduction of a competitive mechanism has been actively implemented, and the contracted management of enterprises has radiated new vitality. 1. According to the principles of fairness and merit, competitive recruitment of contractors at all levels is an effective way to implement the internal contract responsibility system of enterprises and to establish incentives and constraints for the operation of enterprises from top to bottom. Our company has implemented responsibility systems for contract management at all levels for many years. However, in the past, the contract responsibility system, despite various forms, failed to jump out of the “exclusive negotiation” model, leaving little room for operators. In the difficult package process, the operators of some grass-roots units often emphasize various reasons, require downsizing the contract base, increase the wage content, make it difficult for the company’s contracting indicators to fall to the grassroots level, and sign the contract for further delays, so that the two-level operation The energy and time consumed by the person are negotiated at the contract.