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2020年4月以來，云南交投(tou)集團對(dui)薪酬(chou)管理(li)體系(xi)進(jin)行了全面(mian)梳理(li)，精簡工(gong)資結構(gou)，減少(shao)固定薪酬(chou)項目設置，加大績(ji)效考(kao)核及績(ji)效分配(pei)力度(du)，重(zhong)新修訂薪酬(chou)管理(li)辦法，使薪酬(chou)管理(li)更(geng)具向“薪”力。

此(ci)次交投集(ji)團(tuan)精簡工(gong)(gong)(gong)(gong)資(zi)結構(gou)(gou)、重新(xin)修訂薪(xin)酬(chou)管理辦法，以(yi)充分發揮(hui)薪(xin)酬(chou)的(de)(de)激勵導向(xiang)(xiang)作(zuo)(zuo)用(yong)為出發點(dian)和落腳點(dian)。一(yi)是(shi)更(geng)加(jia)(jia)(jia)(jia)強(qiang)化業績(ji)導向(xiang)(xiang)。按“效益增(zeng)工(gong)(gong)(gong)(gong)資(zi)增(zeng)、效益降(jiang)工(gong)(gong)(gong)(gong)資(zi)降(jiang)”的(de)(de)原則，確定各單(dan)位(wei)(wei)(wei)(wei)工(gong)(gong)(gong)(gong)資(zi)總(zong)額(e)。根(gen)據不(bu)同(tong)業務板(ban)塊(kuai)和下屬二(er)級(ji)單(dan)位(wei)(wei)(wei)(wei)不(bu)同(tong)業務特點(dian)，確定其(qi)效益聯(lian)動指標(biao)、勞(lao)動生(sheng)產率指標(biao)，通過(guo)考核(he)計算確定各二(er)級(ji)單(dan)位(wei)(wei)(wei)(wei)工(gong)(gong)(gong)(gong)資(zi)總(zong)額(e)，單(dan)位(wei)(wei)(wei)(wei)經(jing)營(ying)(ying)(ying)業績(ji)好(hao)，獲(huo)得的(de)(de)可支配(pei)工(gong)(gong)(gong)(gong)資(zi)總(zong)額(e)就多。二(er)是(shi)加(jia)(jia)(jia)(jia)大(da)了各單(dan)位(wei)(wei)(wei)(wei)績(ji)效考核(he)分配(pei)空(kong)間。精簡工(gong)(gong)(gong)(gong)資(zi)結構(gou)(gou)后，下屬各二(er)級(ji)單(dan)位(wei)(wei)(wei)(wei)應得的(de)(de)工(gong)(gong)(gong)(gong)資(zi)總(zong)額(e)沒有(you)減少，因固(gu)定薪(xin)酬(chou)項目的(de)(de)減少，激勵部分薪(xin)酬(chou)額(e)度相應增(zeng)大(da)，各單(dan)位(wei)(wei)(wei)(wei)在(zai)績(ji)效考核(he)分配(pei)方面有(you)了更(geng)大(da)的(de)(de)空(kong)間，工(gong)(gong)(gong)(gong)作(zuo)(zuo)業績(ji)好(hao)的(de)(de)職工(gong)(gong)(gong)(gong)，收(shou)入增(zeng)加(jia)(jia)(jia)(jia)將更(geng)加(jia)(jia)(jia)(jia)明顯，薪(xin)酬(chou)的(de)(de)激勵導向(xiang)(xiang)作(zuo)(zuo)用(yong)將更(geng)加(jia)(jia)(jia)(jia)突(tu)出，更(geng)具向(xiang)(xiang)“薪(xin)”力。三是(shi)員(yuan)(yuan)工(gong)(gong)(gong)(gong)與單(dan)位(wei)(wei)(wei)(wei)利益共(gong)同(tong)體(ti)(ti)的(de)(de)關系將更(geng)加(jia)(jia)(jia)(jia)緊(jin)密。各單(dan)位(wei)(wei)(wei)(wei)員(yuan)(yuan)工(gong)(gong)(gong)(gong)收(shou)入與單(dan)位(wei)(wei)(wei)(wei)經(jing)營(ying)(ying)(ying)業績(ji)緊(jin)密掛鉤，只有(you)員(yuan)(yuan)工(gong)(gong)(gong)(gong)積極努力，單(dan)位(wei)(wei)(wei)(wei)經(jing)營(ying)(ying)(ying)業績(ji)好(hao)，員(yuan)(yuan)工(gong)(gong)(gong)(gong)收(shou)入才能高(gao)；同(tong)樣，員(yuan)(yuan)工(gong)(gong)(gong)(gong)收(shou)入要提高(gao)，必須依托于單(dan)位(wei)(wei)(wei)(wei)經(jing)營(ying)(ying)(ying)業績(ji)增(zeng)長。員(yuan)(yuan)工(gong)(gong)(gong)(gong)只有(you)和單(dan)位(wei)(wei)(wei)(wei)同(tong)心協力，形成緊(jin)密的(de)(de)利益共(gong)同(tong)體(ti)(ti)，收(shou)入才能“薪(xin)薪(xin)”向(xiang)(xiang)榮(rong)。

據(ju)悉，薪(xin)酬制(zhi)度(du)改(gai)(gai)(gai)革歷來是國有(you)企業(ye)“三項制(zhi)度(du)”改(gai)(gai)(gai)革的(de)主要內容之一，且(qie)是一項常(chang)抓常(chang)新的(de)工(gong)作。2018年，國務(wu)(wu)院(yuan)、云(yun)南省(sheng)(sheng)(sheng)人民(min)政府先后印發了關于改(gai)(gai)(gai)革國有(you)企業(ye)工(gong)資決定機制(zhi)的(de)意見(jian)，根(gen)據(ju)國務(wu)(wu)院(yuan)和云(yun)南省(sheng)(sheng)(sheng)人民(min)政府的(de)指導(dao)意見(jian)，云(yun)南省(sheng)(sheng)(sheng)國資委相繼(ji)出臺(tai)了省(sheng)(sheng)(sheng)屬企業(ye)工(gong)資總額(e)管理辦法(fa)、工(gong)資總額(e)管理辦法(fa)實施細(xi)則（試行(xing)）和進一步規范省(sheng)(sheng)(sheng)屬企業(ye)津補貼管理等相關制(zhi)度(du)文(wen)(wen)件。國家、省(sheng)(sheng)(sheng)有(you)關國有(you)企業(ye)工(gong)資管理制(zhi)度(du)文(wen)(wen)件的(de)出臺(tai)，為云(yun)南交投集團公司(si)深化薪(xin)酬制(zhi)度(du)改(gai)(gai)(gai)革提供了政策支撐。

【責任編輯：語謙】