摘要
国有企业混合所有制改革不是为了混合而混合,是为了让国有企业在改革中能够增加竞争力和创新力。国有企业混合所有制改革尚处于探索期,符合市场竞争规律的机制体制还不健全,行政化管理的方式一时无法改变,薪酬激励体系仍然单一,导致国有企业活力不足、抗风险能力不强,市场话语权普遍偏弱。通过对国有企业混合所有制改革存在问题和相关案例的剖析,为国有企业在新一轮改革中制定更为有效的薪酬激励体系提供借鉴,积极推动国有资产的保值增值和高质量发展。
The mixed ownership reform of state-owned enterprises is not for the purpose of mixing,but for increasing the competitiveness and innovation of state-owned enterprises in the reform.The reform of mixed ownership of state-owned enterprises is still in the exploratory period,which means the mechanism system that conforms to the law of market competition is not perfect,the way of administrative management cannot be changed for a short while,and the salary incentive system is still single.All of the above willl ead to state-owned enterprises being lack of vitality,with low anti-risk ability and generally weak market voice.Therefore,through the analysis of the problems existing in the mixed ownership reform of state-owned enterprises and relevant cases,it can provide reference for the state-owned enterprises to formulate a more effective salary incentive system in the new round of reform,and actively promote the maintenance and increase of state-owned assets and high-quality development.
作者
喻菁
Yu Jing(Shanghai INESA(Group)Co.,Ltd.,Shanghai 200233)
出处
《电动工具》
2020年第3期26-29,共4页
Electric Tool
关键词
国企改革
混合所有制
薪酬
激励
体系
Reform of state-owned enterprises
Mixed ownership
Salary
Incentive
System
作者简介
喻菁(1976-),女,大学,经济师,主要从事人力资源管理工作。
