论非国资系统下国有二级公司薪酬管理——以浙江省温州市功能区国有二级公司为例  

The Research on Salary Management of State-Owned Enterprise's Subsidiary under Non-State-Owned System in Wenzhou——A Case Study of A State-Owned Enterprise's Subsidiary in Wenzhou, Zhejiang

作　　者：饶立兵[1] 陈方丽[1] 饶细丽[1] 

机构地区：[1]温州科技职业学院,浙江温州325006

出　　处：《江苏商论》2016年第9期77-80,共4页Jiangsu Commercial Forum

摘　　要：国有企业按照是否由当地国资委统一指导进行划分,分为国资系统和非国资系统两类企业;按照企业隶属关系,分为一级(母)公司(即集团公司)、二级(子)公司、三级公司。本文依据薪酬管理理论,针对当前温州市功能区国有二级公司运行情况和薪酬管理现状及问题,从外部竞争力、内部一致性、个人公平等方面进行分析,提出了强化"管建分离"、理顺管理机制、创新管理模式等对策与建议。State-owned enterprises are divided based on either Unified Guided by State Asset Regulatory Commission, state asset systematized enterprise and non-state systematized enterprise. According to the enterprise subordinate relations, the state-owned enterprise is comprised byparent company, second-level subsidiary and third-level subsidiary. This article based on salary management theory, analyze aspects like external competitive capability, internal consistency and personal equity on account of the running conditions of state-owned enter-prise^ second-level subsidiary and its salary managemental current situation and problems. This article came out strategies and advices like intensifying the separation of management and development disentangle management mechanism and innovating management mode.

关 键 词：非国资系统 国有二级公司 运行机制 薪酬管理 

分 类 号：F244[经济管理—劳动经济]