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天华公司是一个现代的大化肥生产股份制企业,拥有世界先进水平的工艺和技术装置。为了适应社会主义市场经济的客观要求和建立公司新机制的需要,并逐步与国际工资通用做法接轨,从1996年起,我们在总结岗位技能工资制优点的基础上,开始进行第二阶段劳动工资分配制度的改革。 一、健全工资水平的决定机制和约束机制。一是工资增长受宏观调控的影响和约束;二是工资增长要受公司经济效益的影响和约束;三是工资增长要以国内同类型一流企业的主要经济指标和标准作为指标和考核标准,设立不同阶段的目标,确定不同的工资水平。实行“不同的目标决定相应的工资水平”的工资考核分配办法,达到哪个台阶,兑现哪种水平的工资。这样,体现了工资的激励功能,有利于增强员工的全局观念,激发员工同心协力,为争创一流企业而共同努力。
Tianhua Company is a modern large-scale chemical fertilizer production joint-stock enterprise and has world-class advanced technology and technology installations. In order to meet the objective requirements of the socialist market economy and the need to establish a new company mechanism, and gradually integrate it with the universal practice of international wages, starting from 1996, we began to implement the second phase of labor wages on the basis of summing up the advantages of the post-skill wage system. Distribution system reform. First, a sound decision-making mechanism and constraint mechanism for wages. First, wage growth is affected and constrained by macro-control; second, wage growth is affected and restricted by the company’s economic benefits; and third, wage growth is based on major economic indicators and standards of domestic first-class enterprises as indicators and assessment criteria. Different stages of the goal, determine the different wage levels. The implementation of the “different goals to determine the corresponding wage levels” of the wage assessment distribution method, which step to reach, and what level of wages are honored. In this way, it reflects the incentive function of wages, which is conducive to enhancing the overall concept of employees, stimulating employees to work together, and working together to strive for a first-class enterprise.