【摘要】：我國(guó)是公有制為主體的社會(huì)主義國(guó)家,國(guó)有企業(yè)在國(guó)民經(jīng)濟(jì)中居于主導(dǎo)地位。國(guó)有企業(yè)收入分配制度的改革以及職工工資的正常增長(zhǎng)受到全社會(huì)的高度關(guān)注,國(guó)有企業(yè)工資水平的正常增長(zhǎng),對(duì)于帶動(dòng)全社會(huì)工資水平的提高、形成全社會(huì)合理有序的分配格局具有重要的示范效應(yīng)。 在建立企業(yè)職工工資正常增長(zhǎng)機(jī)制過(guò)程中,首先,應(yīng)完善工資決定機(jī)制形成的市場(chǎng)條件和制度保障。一是消除國(guó)有企業(yè)勞動(dòng)力市場(chǎng)的分割,實(shí)現(xiàn)勞動(dòng)力市場(chǎng)的充分競(jìng)爭(zhēng),為建立企業(yè)工資正常增長(zhǎng)機(jī)制奠定基礎(chǔ)。二是加快制度建設(shè),包括相關(guān)法律制度、工會(huì)制度、勞動(dòng)定額制度、社會(huì)保障制度等的建設(shè),為推進(jìn)企業(yè)工資正常增長(zhǎng)機(jī)制的形成提供制度保障；三是創(chuàng)新政府工作思路,加強(qiáng)宏觀調(diào)控,不斷提高最低工資標(biāo)準(zhǔn),為促進(jìn)企業(yè)工資正常增長(zhǎng)機(jī)制的建立提供外部環(huán)境。其次,改革完善國(guó)有企業(yè)內(nèi)部的工資決定機(jī)制。一是改革國(guó)有企業(yè)工資總額管理辦法,探索試行工資成本預(yù)算管理制度,并將其與有效開(kāi)展工資集體協(xié)商結(jié)合起來(lái),明確規(guī)定要將促進(jìn)普通職工工資增長(zhǎng)作為國(guó)有企業(yè)工資集體協(xié)商的主要內(nèi)容。二是規(guī)范國(guó)有企業(yè)經(jīng)營(yíng)者收入管理辦法,研究確定經(jīng)營(yíng)者與職工收入的合理比例。三是深化企業(yè)內(nèi)部分配制度改革,要以貫徹落實(shí)《勞動(dòng)法》、《勞動(dòng)合同法》為契機(jī),打破企業(yè)內(nèi)部分配的身份界限,合理確定企業(yè)內(nèi)部工資分配關(guān)系；切實(shí)解決農(nóng)民工、臨時(shí)工、勞務(wù)派遣工等普通職工工資偏低、同工不同酬的問(wèn)題。四是強(qiáng)化對(duì)壟斷企業(yè)工資分配的嚴(yán)格控制和管理。以探尋一條適合我國(guó)國(guó)情的工資決定機(jī)制的實(shí)現(xiàn)路徑。 本論文從國(guó)有企業(yè)工資分配歷程及目前我國(guó)國(guó)有企業(yè)在初次分配中存在的問(wèn)題入手,即初次分配中勞動(dòng)報(bào)酬偏低嚴(yán)重影響國(guó)內(nèi)消費(fèi)需求、加劇了我國(guó)經(jīng)濟(jì)發(fā)展的不平衡、嚴(yán)重影響了人力資本的有效形成、損害社會(huì)穩(wěn)定,分析了影響我國(guó)建立職工工資正常增長(zhǎng)機(jī)制的因素,即并據(jù)此提出了我國(guó)國(guó)有企業(yè)建立職工工資正常增長(zhǎng)機(jī)制的原則及對(duì)策建議。本論文通過(guò)對(duì)國(guó)有企業(yè)在現(xiàn)實(shí)分配中存在的問(wèn)題及其影響的闡述,使人清楚認(rèn)識(shí)到其危害,引起人們的足夠重視。依據(jù)此原則,便于我國(guó)國(guó)企根據(jù)自身的特點(diǎn)設(shè)計(jì)其薪酬體系,敦促其盡快建立、完善職工工資正常增長(zhǎng)機(jī)制,實(shí)現(xiàn)我國(guó)經(jīng)濟(jì)健康,良性的發(fā)展。
[Abstract]:China is a socialist country dominated by public ownership, and state-owned enterprises play a leading role in the national economy. The reform of the income distribution system of state-owned enterprises and the normal growth of workers' wages are highly concerned by the whole society. The normal increase in the wage level of state-owned enterprises will lead to the improvement of the whole society's wage level. The formation of a reasonable and orderly distribution pattern of the whole society has an important demonstration effect. In the process of establishing the normal increase mechanism of the wages of the employees, the market conditions and the system guarantee of the wage determination mechanism should be perfected. The first is to eliminate the division of the labor market of state-owned enterprises, to realize the full competition of the labor market, and to lay a foundation for the establishment of a mechanism for normal wage growth in enterprises. Second, to speed up the construction of the system, including the related legal system, the trade union system, the labor quota system, the social security system, and so on, to provide a system guarantee for the formation of a normal wage growth mechanism for enterprises; and third, to innovate the government's working ideas. Strengthening macro-control and increasing the minimum wage standard will provide an external environment for the establishment of a normal wage growth mechanism. Second, reform and improve the internal wage determination mechanism of state-owned enterprises. First, it is necessary to reform the measures for the management of total wages in state-owned enterprises, to explore and try out a budget management system for wage costs, and to combine it with the effective development of collective wage consultation. It is clearly stipulated that the promotion of wage growth of ordinary staff and workers should be regarded as the main content of collective wage negotiation in state-owned enterprises. The second is to standardize the management of the income of state-owned enterprises and to determine the reasonable proportion of the income of operators and employees. Third, to deepen the reform of the internal distribution system of enterprises, it is necessary to take the implementation of the Labor Law and the Labor contract Law as an opportunity to break the identity limits of the internal distribution of enterprises, rationally determine the internal wage distribution relationship among enterprises, and effectively solve the problem of migrant workers and temporary workers. Labor dispatch workers and other ordinary workers wages are low, the problem of different pay for equal work. Fourth, strengthen the monopoly enterprise wage distribution strict control and management. In order to explore a suitable for China's national conditions of wage determination mechanism to achieve the path. This paper starts with the process of salary distribution in state-owned enterprises and the problems existing in the initial distribution of state-owned enterprises in our country, that is, the low labor reward in the initial distribution seriously affects the domestic consumption demand, and exacerbates the imbalance of economic development in China. It has seriously affected the effective formation of human capital, damaged social stability, and analyzed the factors that affect the establishment of a mechanism for the normal growth of workers' wages in China. On the basis of this, the paper puts forward the principles and countermeasures of establishing the mechanism of the normal increase of workers' wages in our country's state-owned enterprises. Through the exposition of the problems and their influence in the distribution of state-owned enterprises in reality, this paper makes people realize their harm clearly and arouse people's attention. According to this principle, it is convenient for state-owned enterprises to design their salary system according to their own characteristics, urge them to set up as soon as possible, perfect the normal increase mechanism of workers' wages, and realize the healthy and benign development of our country's economy.
【學(xué)位授予單位】：湖北工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2010
【分類(lèi)號(hào)】：F276.1;F249.24

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 夏蕓蕓;我國(guó)企業(yè)勞資收入分配正義研究[D];華中師范大學(xué);2012年

相關(guān)碩士學(xué)位論文 前2條

1 王宏韜;和諧勞動(dòng)關(guān)系及其利益協(xié)調(diào)機(jī)制研究[D];天津師范大學(xué);2012年

2 楊立;我國(guó)職工工資增長(zhǎng)機(jī)制研究[D];西南財(cái)經(jīng)大學(xué);2012年

，

本文編號(hào)：2193496