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2020年4月以(yi)來，云南交(jiao)投集團對薪酬管理(li)(li)體系進行了全面梳理(li)(li)，精簡(jian)工(gong)資結構，減少固(gu)定薪酬項目設置，加大(da)績效考核及績效分配力(li)度，重新修訂薪酬管理(li)(li)辦法，使薪酬管理(li)(li)更具向“薪”力(li)。

此(ci)次交投集(ji)團(tuan)精簡(jian)工(gong)資(zi)結構(gou)、重新修訂薪(xin)酬(chou)管理辦(ban)法，以充分發揮(hui)薪(xin)酬(chou)的激(ji)勵導(dao)向(xiang)作用為(wei)出(chu)發點和(he)(he)落腳(jiao)點。一是更(geng)(geng)加(jia)(jia)強化業(ye)(ye)績(ji)導(dao)向(xiang)。按(an)“效(xiao)益(yi)(yi)增(zeng)工(gong)資(zi)增(zeng)、效(xiao)益(yi)(yi)降(jiang)(jiang)工(gong)資(zi)降(jiang)(jiang)”的原則，確(que)定各單(dan)(dan)(dan)位(wei)工(gong)資(zi)總(zong)額(e)。根據(ju)不同(tong)(tong)(tong)業(ye)(ye)務(wu)板塊和(he)(he)下屬二級單(dan)(dan)(dan)位(wei)不同(tong)(tong)(tong)業(ye)(ye)務(wu)特點，確(que)定其(qi)效(xiao)益(yi)(yi)聯動指標、勞動生產率指標，通(tong)過考(kao)核計算確(que)定各二級單(dan)(dan)(dan)位(wei)工(gong)資(zi)總(zong)額(e)，單(dan)(dan)(dan)位(wei)經營(ying)業(ye)(ye)績(ji)好，獲得的可支配(pei)工(gong)資(zi)總(zong)額(e)就多。二是加(jia)(jia)大了各單(dan)(dan)(dan)位(wei)績(ji)效(xiao)考(kao)核分配(pei)空間(jian)(jian)。精簡(jian)工(gong)資(zi)結構(gou)后，下屬各二級單(dan)(dan)(dan)位(wei)應(ying)(ying)得的工(gong)資(zi)總(zong)額(e)沒有(you)減少，因固(gu)定薪(xin)酬(chou)項目的減少，激(ji)勵部分薪(xin)酬(chou)額(e)度相(xiang)應(ying)(ying)增(zeng)大，各單(dan)(dan)(dan)位(wei)在績(ji)效(xiao)考(kao)核分配(pei)方面有(you)了更(geng)(geng)大的空間(jian)(jian)，工(gong)作業(ye)(ye)績(ji)好的職工(gong)，收(shou)(shou)入(ru)(ru)增(zeng)加(jia)(jia)將更(geng)(geng)加(jia)(jia)明顯，薪(xin)酬(chou)的激(ji)勵導(dao)向(xiang)作用將更(geng)(geng)加(jia)(jia)突出(chu)，更(geng)(geng)具(ju)向(xiang)“薪(xin)”力。三是員(yuan)工(gong)與單(dan)(dan)(dan)位(wei)利(li)益(yi)(yi)共(gong)同(tong)(tong)(tong)體的關系將更(geng)(geng)加(jia)(jia)緊密。各單(dan)(dan)(dan)位(wei)員(yuan)工(gong)收(shou)(shou)入(ru)(ru)與單(dan)(dan)(dan)位(wei)經營(ying)業(ye)(ye)績(ji)緊密掛(gua)鉤，只有(you)員(yuan)工(gong)積極努力，單(dan)(dan)(dan)位(wei)經營(ying)業(ye)(ye)績(ji)好，員(yuan)工(gong)收(shou)(shou)入(ru)(ru)才能(neng)高；同(tong)(tong)(tong)樣，員(yuan)工(gong)收(shou)(shou)入(ru)(ru)要提高，必須依(yi)托于單(dan)(dan)(dan)位(wei)經營(ying)業(ye)(ye)績(ji)增(zeng)長。員(yuan)工(gong)只有(you)和(he)(he)單(dan)(dan)(dan)位(wei)同(tong)(tong)(tong)心協力，形成緊密的利(li)益(yi)(yi)共(gong)同(tong)(tong)(tong)體，收(shou)(shou)入(ru)(ru)才能(neng)“薪(xin)薪(xin)”向(xiang)榮。

據(ju)悉(xi)，薪酬(chou)(chou)制度改(gai)(gai)革歷來(lai)是國(guo)有企(qi)業“三項制度”改(gai)(gai)革的(de)(de)(de)主要內容之一，且是一項常(chang)抓常(chang)新的(de)(de)(de)工(gong)作。2018年(nian)，國(guo)務院、云(yun)南(nan)省(sheng)(sheng)(sheng)人民政(zheng)府(fu)先后(hou)印發了關于改(gai)(gai)革國(guo)有企(qi)業工(gong)資(zi)決定機制的(de)(de)(de)意(yi)見，根據(ju)國(guo)務院和云(yun)南(nan)省(sheng)(sheng)(sheng)人民政(zheng)府(fu)的(de)(de)(de)指導意(yi)見，云(yun)南(nan)省(sheng)(sheng)(sheng)國(guo)資(zi)委(wei)相繼(ji)出臺了省(sheng)(sheng)(sheng)屬企(qi)業工(gong)資(zi)總(zong)額管(guan)理(li)(li)辦法、工(gong)資(zi)總(zong)額管(guan)理(li)(li)辦法實(shi)施細(xi)則（試行）和進一步規范省(sheng)(sheng)(sheng)屬企(qi)業津(jin)補貼(tie)管(guan)理(li)(li)等相關制度文件。國(guo)家、省(sheng)(sheng)(sheng)有關國(guo)有企(qi)業工(gong)資(zi)管(guan)理(li)(li)制度文件的(de)(de)(de)出臺，為云(yun)南(nan)交投集團公司深化薪酬(chou)(chou)制度改(gai)(gai)革提供了政(zheng)策支撐(cheng)。

【責任編輯：語謙】