【正文】 1，同時(shí)也是我國(guó) 經(jīng)濟(jì) 體制轉(zhuǎn)型中的難點(diǎn)問(wèn)題，因?yàn)槠錉可娴狡髽I(yè)用工制度、薪酬制度、組織結(jié)構(gòu)以及 政企關(guān)系等 眾多 方面。 國(guó)有企業(yè)改革是否成功事關(guān)我國(guó)經(jīng)濟(jì)體制轉(zhuǎn)型的關(guān)鍵， 因而國(guó)有企業(yè)改革也一直是學(xué)術(shù)界研究的焦點(diǎn)問(wèn)題。 鑒于國(guó)有企業(yè)改革的復(fù)雜性 ，本文 僅 從 薪酬制度著手，通過(guò)對(duì)國(guó)企薪酬制度歷史沿革的探究，以及現(xiàn)代企業(yè)薪酬制度對(duì)比研究 中 發(fā)現(xiàn)我國(guó)國(guó)企在薪酬制度方面存在薪酬與績(jī)效脫節(jié)、工資與市場(chǎng)價(jià)位脫節(jié)以及分配方式單一等 眾多 問(wèn)題 。本文 從 傳統(tǒng)計(jì)劃經(jīng)濟(jì)體制 、企業(yè)管理層意識(shí)以及經(jīng)營(yíng)者行為短期化 等角度分析了其中原因， 并發(fā)現(xiàn)我國(guó)國(guó)有企業(yè)薪酬制度改革存在路徑依賴、國(guó)企特殊社會(huì)責(zé)任 以及 信息不對(duì)稱等難點(diǎn)。 在了解了國(guó)有企業(yè)薪酬制度的歷史和 現(xiàn)狀，并明確了改革中的難點(diǎn)所在后，本文 提出了 完善我國(guó)國(guó)有企業(yè)薪酬制度的相關(guān)舉措。 關(guān)鍵詞： 國(guó)有企業(yè) 薪酬制度 歷史 問(wèn)題 對(duì)策 2 The Status and Strategy study of Stateowned enterprises’ pay system Abstract Stateowned enterprise reform has been a hot topic in recent years, but also a difficult problem in economic system transition of China, because of its employment system, pay system, anizational structure, governmententerprise relations and so on. The success of stateowned enterprise reform is related to the transformation of economic system in China, and thus the stateowned enterprise reform has also been the focus of academic research. Given the plexity of stateowned enterprise reform, this article started from the pay system, and explored the history of Stateowned enterprises’ pay system. Through the parison of the modern enterprise pay system, this article found that pay system of Stateowned enterprises exist many problems, for example: Pay and performance out of touch, wages out of line with the market price and single distribution. Then, this article analyzed of the reasons from the perspective of the traditional planned economic system, the awareness of corporate management and the shortterm behavior of the operators. In addition, the reform of pay system of Stateowned enterprises have faced many difficulties, as path dependence, special social responsibility to stateowned enterprises, asymmetric information and so on. Finally, this article proposed the direction of reform and response measures. Key words: Stateowned enterprises。 Pay system。 History。 Problem。 Strategy 3 目 錄 1 導(dǎo) 論 .................................................... 1 選題背景 ............................................... 1 文獻(xiàn)綜述 ............................................... 1 寫作思路 ............................................... 1 2 企業(yè)薪酬 制度 理論 概述 ...................................... 2 企業(yè)薪酬制度概念 ....................................... 2 企業(yè)薪酬制度內(nèi)容與結(jié)構(gòu) .................................. 2 企業(yè)薪酬制度的作用 ...................................... 3 3 我國(guó) 國(guó)有企業(yè)薪酬制度 現(xiàn)狀分析 .............................. 4 我國(guó)國(guó)有企業(yè)薪酬制度 的歷史演進(jìn) ........................... 4 我國(guó)國(guó)有企業(yè)薪酬制度的基本情況 ........................... 5 我國(guó)國(guó)有企業(yè)薪酬制度 存在的問(wèn)題 .......................... 6 講究“排資論輩”，薪酬與績(jī)效考核脫節(jié) ..................... ....... 6 薪資水平與市場(chǎng)價(jià)位雙失衡 ................................ ....... 6 薪酬分配方式單一、水平偏低 .............................. ....... 7 薪酬設(shè)計(jì)不科學(xué)、有失公平 ................................ ....... 7 忽視了薪酬體系與企業(yè)戰(zhàn)略的匹配問(wèn)題 ...................... ....... 7 缺乏對(duì)薪酬的總體管控，下屬機(jī)構(gòu)各自為戰(zhàn) .................. ....... 7 福利分配過(guò)多，存在隱性國(guó)有資產(chǎn)流失 ...................... ....... 7 我國(guó)國(guó)有企業(yè)薪酬制度存在問(wèn)題的 原因分析 ................... 7 傳統(tǒng)計(jì)劃經(jīng)濟(jì)體制影響仍然存在，企業(yè)缺乏薪酬自主權(quán) ........ ....... 7 企業(yè)管理層整體觀念落后和企業(yè)文化建設(shè)不足 ................ ....... 7 經(jīng)營(yíng)者經(jīng)營(yíng)行為短期化導(dǎo)致“所有者缺位” .................. ....... 8 缺乏擁有現(xiàn)代企業(yè)管理經(jīng)驗(yàn)的專業(yè)人才 ...................... ....... 8 4 我國(guó)國(guó)有企業(yè)建立現(xiàn)代企業(yè)薪酬制度的難點(diǎn) 分析 ................. 8 4 路徑依賴 ............................................... 9 國(guó)有企業(yè)特有社會(huì)責(zé)任 .................................... 9 信息不 對(duì)稱 .............................................. 9 5 完善我國(guó) 國(guó)有企業(yè)薪酬制度 的舉措 ............................. 9 完善我國(guó)國(guó)有企業(yè)薪酬制度應(yīng)遵循的原則 .................... 10 完善我國(guó)國(guó)有企業(yè)薪酬制度的 方向 .......................... 10 適度放開(kāi)國(guó)家控制，增大企業(yè)薪酬自主權(quán) .................... ...... 10 理順 薪酬和福利的關(guān)系 .................................... ..... 10 根據(jù)企業(yè)戰(zhàn)略和企業(yè)文化建立企業(yè)的薪酬制度 ................ ...... 10 薪酬制度設(shè)計(jì)要參考行業(yè)標(biāo)準(zhǔn)、與市場(chǎng)接軌 .................. .... 11 完善我國(guó)國(guó)有企業(yè)薪酬制度的 具體措施 ...................... 11 建立各自崗位的量化評(píng)價(jià)制度 .............................. ...... 11 實(shí)行競(jìng)爭(zhēng)上崗，形成一套完善的人員流動(dòng)機(jī)制 ................ ...... 11 完善企業(yè)薪酬分配方式 .................................... ...... 11 建立一套具有可操作性的業(yè)績(jī)考核制度 ...................... ...... 11 6 結(jié)語(yǔ) ...................................................... 12 參考文獻(xiàn) ...........