国有金融企业分配结构和分配级差优化建议  

Suggestions on Compensation Structure and Differences Ooptimization in State-owned Financial Enterprises

作　　者：王宁 宁浪 Wang Ning;Ning Lang(School of Economics And Trade,Guangzhou Xinhua University,Guangzhou 510520,China;Minmetals International Trust Co.Ltd.,Beijing 100010,China)

机构地区：[1]广州新华学院经济与贸易学院,广东广州510520 [2]五矿国际信托有限公司,北京100010

出　　处：《科技创业月刊》2022年第S01期159-162,共4页Journal of Entrepreneurship in Science & Technology

基　　金：广东省特色重点学科“公共管理”建设项目(2017STSZD01)。

摘　　要：财政部发布《关于进一步加强国有金融企业财务管理的通知》[财金(2022)87号]强调,国有金融企业要“积极优化内部收入分配结构,科学设计薪酬体系,合理控制岗位分配级差”。针对通知要求,企业操作实践中可能面临问题和挑战,需从全面薪酬、岗位价值和岗位特点角度系统考虑,优化薪酬管理体系。The Ministry of Finance issued a Notice on Further Strengthening the Financial Management of State-owned Financial Enterprises[Cai Jin(2022)No.87],stressing that state-owned financial enterprises should“actively optimize the internal compensation distribution structure,scientifically design the compensation system,and reasonably control the post distribution”.In response to the requirements of the Notice,state-owned financial enterprises may face some challenges in practical operation.This paper,by combining total rewards theory,post value evaluation theory and industry practical experience,and in response to the requirements of the Notice,put forward a suggestion on the optimization of compensation structure and differences in State-owned financial enterprises based on total rewards,job evaluation and post characteristics.

关 键 词：国有金融企业 收入分配结构 岗位分配级差 全面薪酬 岗位价值评估 岗位特性 

分 类 号：F270[经济管理—企业管理]