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在过去30多年里,随着我国改革开放进程的不断深化,大型国有企业在推动国民经济结构调整、产业升级和实现持续、健康发展方面的作用日益突出。通过建立完善的现代企业制度、借鉴跨国企业先进管理模式等措施,国有企业作为国民经济支柱的地位得到巩固和加强。但由于大型传统国企员工数量庞大、用工形式多样、培养和激励手段匮乏,形成了由来已久的矛盾和问题。在经济新常态大背景下,大型国企迫切需要对这些矛盾和问题进行深入探讨,分析现象背后的深层次原因,找出有针对性和实效性的措施手段,加快推进传统国企加
In the past 30 years and more, with the continuous deepening of China’s reform and opening up process, the role of large state-owned enterprises in promoting the readjustment of the national economy, industrial upgrading and achieving sustained and healthy development has become increasingly prominent. Through the establishment of a sound and modern enterprise system and drawing on the advanced management models of multinational enterprises, the status of state-owned enterprises as the pillar of the national economy has been consolidated and strengthened. However, due to the large number of large-scale traditional state-owned enterprises, a large number of workers, diverse forms of employment, lack of training and incentives, the long-standing conflicts and problems have been formed. In the context of a new economic normal, large state-owned enterprises urgently need to conduct an in-depth discussion on these contradictions and problems, analyze the underlying causes behind the phenomenon, identify measures that are targeted and effective, and accelerate the promotion of the traditional state-owned enterprises