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目前,我国很多企业,特别是国有企业都处于经营不善的状态。为了改善这种现状,企业采取了诸如裁员、资源拓展、企业再造、企业重组、购并与兼并等方式进行改革。这些改革对于确立和保持企业的竞争力是非常必要的。然而,改革不可避免地存在着风险,特别是深层次的改革会给企业带来阵痛和创伤。我国多数企业机构臃肿、人员庞杂,在竞争中显得有些笨拙。为了保持企业的活力和竞争力,企业界提出了“减人增效、建立决策责任机制”的口号。然而,多数企业却很难把握“裁员”的尺度。据美国1993年调查表明,大多数“消肿”企业都完不成生产经营目标,特别是融资目标。超过半数的“消肿”企业的利润都没有增长。另外,对“幸福杂志”列出的100家大企业的研究显示,这些企业在裁员后,财务状况都有不同程度的恶化。
At present, many enterprises in our country, especially state-owned enterprises, are in a state of poor management. In order to improve the status quo, enterprises have taken such measures as layoffs, resource expansion, enterprise reengineering, enterprise restructuring, mergers and acquisitions and other ways. These reforms are necessary to establish and maintain the competitiveness of enterprises. However, the reform inevitably risks, especially deep-seated reforms will cause pain and trauma to the enterprise. Most of our business organizations bloated, complex staff, in the competition seems a bit clumsy. In order to maintain the vitality and competitiveness of enterprises, the business community has put forward the slogan of “reducing human efficiency and establishing responsibility system for decision-making.” However, most enterprises find it hard to grasp the scale of “layoffs.” According to a survey conducted by the United States in 1993, most “swelling” enterprises have failed to meet the production and operation targets, especially the financing target. More than half of the “swelling” of the company's profits did not increase. In addition, the study of 100 big companies listed in “Happiness Magazine” shows that the financial conditions of these enterprises have been experiencing different degrees of deterioration after layoffs.