Yesterday evening, just as many people came home from work, a message was widely forwarded in the circle of friends – "Administrative Measures on Total Wages of Central Enterprises" was released!
The "Measures" clarify that the central government's total wages are classified and managed, and linked to economic indicators such as total profits. The wage problem has both economic and social attributes, which is related to people's livelihood and is fair. In 2019, the "Measures" began to be fully implemented in central enterprises. Many people are concerned that the implementation of this new "Measures" will bring changes to the "salary" of central enterprises.
In response to the concerns of the first time, Spicy Brother quickly read the documents and interviewed the experts, hoping to give a clearer and clearer answer. "What is the truth," and listen to me in detail –
Different function-oriented enterprises, the decision mechanism for the differentiation of total wages
The management of total wages of central enterprises is actually an important way to regulate the interests of the state, enterprises and employees, and is also an important means for the SASAC to fulfill the duties of investors. Specifically, each central enterprise has different functional orientations, and its decision mechanism for total wages is different.
The "Measures" clarify that the classification management of central enterprises' total wages is mainly divided into three categories: one is the filing system, the second is the approval system, and the third is the "exploration system."
——In the commercial central enterprises in fully competitive industries and fields, the total salary budget is implemented in the record system in principle, and the enterprise can decide the annual total salary budget.
——The public welfare central enterprises that provide public goods or services, and the total salary budget will continue to be approved. There are also some commercial central enterprises, which belong to important industries and key areas. The main business is related to national security and the lifeline of the national economy.
— For central enterprises that carry out pilot projects such as state-owned capital investment, operating companies, or mixed ownership reforms, it is proposed to explore a more flexible and efficient management method for total wages.
The feature of this "exploration system" is a more flexible and efficient management method. Because there is no frame, it is even more exciting. The most critical, the implementation of classification management, enterprises have greater autonomy in the distribution. How much salary you pay, you can say it yourself.
According to industry insiders, since the establishment of the SASAC in 2003, the management of the total wages of central enterprises has experienced the process of “from release to release to release”.
First of all, the establishment of a total wage adjustment system, in order to promote the rapid growth of corporate economic efficiency, while ensuring faster wage increases.
Later, in the context of the high pay of some central enterprises, especially individual executives, the supervision has tended to strengthen and the budget management mechanism has begun to be established. By 2014, China has achieved full coverage of the budget management of central enterprises' total wages. However, some enterprises also reflect that while improving the mechanism and promoting fairness, the management will be too flexible and the incentives will not be in place. Not only will the enthusiasm of employees be discounted, but the competitiveness of enterprises will also be weakened.
In 2015, China blew a new round of ruling of state-owned enterprise reform. In order to make the total wages more scientific and reasonable, a new round of reforms proposes “establishing a sound wage adjustment and normal growth mechanism that is basically adapted to the labor market and linked to the economic benefits and labor productivity of the enterprise” (ie “one adaptation, two hook up"). In May 2018, the State Council issued the "Opinions on Reforming the Decision Mechanism of State-owned Enterprises' Salary", and the "Measures for the Administration of Total Wages of Central Enterprises" just announced is the specific measure for implementing these reforms and policies.
"From the approval system to the approval system and then to the filing system, it is a remarkable change! Most central enterprises will adopt a filing system. This means that enterprises have greater autonomy in distribution," said Li Jin, an expert in the field of state-owned assets. In the future, in the issue of wages, the powers and responsibilities of the State-owned Assets Supervision and Administration Commission and the central enterprises will be more clear–the State-owned Assets Supervision and Administration Commission is responsible for managing the system, managing the total amount, and supervising the management, while the central enterprises are responsible for managing the internal autonomous allocation, managing the budget, and implementing The specific operation is performed.
Simple to "economic benefit hero", not suitable for all central enterprises
Another important change in the new "Measures" is to propose a method for determining the total amount of wages and to implement a hook-up mechanism. How much wages a company pays is more scientific and rules-based.
In the past, the wage-determination mechanism of state-owned enterprises was characterized by a “single link” between wage growth and economic benefits. The simple "economic success theory of heroes" has not adapted to the current requirements of income distribution reform.
To this end, the "Measures" in accordance with the overall consideration of efficiency, efficiency, labor market benchmarking and other factors, proposed a "two hooks" this more scientific method of determining the total wages:
The first is the “benefit decision”, that is, the increase in total wages is mainly linked to the increase in the economic benefits of enterprises.
The second is "efficiency adjustment", that is, according to the benchmarking of indicators such as labor cost input and output efficiency, labor productivity, etc., the amount of wage increase is moderately adjusted. The "Measures" also specifically clarified that: enterprises with the same caliber increase the total amount of wages, reduce the total amount of wages, this is also intended to guide enterprises to improve efficiency.
"'Two hooks' will force enterprises to change from pursuing growth rate to pursuing development quality, so that they can work harder on profit margin, labor productivity and return on investment, continue to reduce staff and increase efficiency, slim down and reduce costs." Li Jin said.
The salary does not rise, how much does it rise, the key is whether the company is doing well.
Say a lot, in the end, will the wages of the employees of the central enterprises rise?
It is not difficult to see from the analysis just now that the wage increase of the central enterprises will not be "one size fits all", and the wages will not rise and rise, the key is whether the enterprises are doing well. As long as the central enterprises you are in are good and efficient, the total wages are expected to increase. The increase in wages is a high probability event.
Last year, the central enterprises realized a total operating income of 29.1 trillion yuan, a year-on-year increase of 10.1%, and achieved a net profit of 1.2 trillion yuan, a year-on-year increase of 15.7%, the highest level in history. A considerable number of central enterprises are in line with "good efficiency and high efficiency". Standard.
"The management of total wages of state-owned enterprises is an important part of perfecting the modern enterprise system of state-owned enterprises, an important task for deepening the reform of the income distribution system, and an important measure to stimulate the vitality of micro-subjects." Li Jin believes that the introduction of the "Measures" is expected to further strengthen central enterprises. Vitality and motivation to achieve high quality development.
From the current reform plan, the internal wage distribution of enterprises will be more inclined to the production of first-line and high-skilled talents, and improve the medium- and long-term incentive mechanism. “At present, some central enterprises have already launched equity options and dividend incentives in their technology-based enterprises, and explored the implementation of profit sharing and projects for industry leaders, high-end talents, core R&D personnel, and newly recruited high-level and master's degree talents. Dividends, post dividends and other market-based compensation systems. Some enterprises implement annual salary system for outstanding talents in key technical positions and set up enterprise annuities." In Li Jin's view, these new practices are expected to emerge in the future.
Many central enterprises are big men. They are energetic and effective, and they play an important role in boosting the high-quality development of the economy. This is a good thing for the whole society.
Revitalization does not mean "willfulness", wages rise with "tightening curse" and "high-voltage line"
However, some people are worried that if the management is looser and more open, will the central enterprises raise their salaries indiscriminately, thus causing others to cause new distribution unfairness?
For this, everyone can rest assured that there are not only "tightening curses" but also "high-voltage lines" in the "Measures":
For enterprises that implement the filing system management, if there is a serious violation of relevant regulations, the management method will be adjusted from the filing system to the approval system. In addition, the management of the total wages of enterprises will also be included in the scope of supervision and inspection, and work together with auditing and inspections to ensure that supervision is in place.
—— According to the wage guidance line issued by the relevant departments and the wage control requirements for non-competitive state-owned enterprises, the SASAC’s industries and enterprises with high and excessively high wage levels, especially the main business, are not fully competitive industries and fields. The situation in which the wages of enterprises are growing too fast is properly restrained to ensure that the level and growth of wages are more fair, reasonable, and orderly.
Of course, the introduction of documents is only the first step. From the “reports” of the total wages of enterprises to the “salary of wages” that employees get, it is necessary for enterprises to continue to deepen the reform of the internal three systems and build “management personnel can be able to Market-oriented labor and income distribution management mechanisms that can increase energy consumption and income. The State-owned Assets Supervision and Administration Commission also stated that in 2019, they will further promote this work and continue to enhance the vitality and competitiveness of enterprises. The future is worth looking forward to. (People's Daily Central Kitchen, Spicy Finance Studio)
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