The hard bone of state-owned enterprise reform: should the iron rice bowl be cold?

Starlight rewards those who travel far, and time rewards those who help themselves.

A cool song for people who are still lying in state-owned enterprises. . .

1. Central reform measures: At present, the three system reforms of state-owned enterprises are the reform measures vigorously promoted by the central government in state-owned enterprises. The purpose of reform is to break the iron rice bowl of state-owned enterprises and break the pot of high-level egalitarianism. The "Three-year Action Plan for the Reform of State-owned Enterprises" requires that enterprises should vigorously implement the systems of open recruitment of employees, selection and competition of managers, adjustment of the last position and incompetent withdrawal, establish a salary distribution system for key core talents with market competitiveness, and flexibly carry out medium-and long-term incentives in various ways.

2.SASAC's rigid cashing: On June 24th, 2002/KLOC-0, the State Council SASAC held another meeting, demanding that state-owned enterprises incorporate the requirements of last-place adjustment and incompetent withdrawal into the three system reform evaluation systems, comprehensively promote the performance appraisal of all employees, provide rigid basis and standards for last-place adjustment and incompetent withdrawal, and realize "true cashing and true withdrawal".

(1) Final grade: the proportion of final grade needs to be assigned for performance appraisal.

(2) adjustment: adjust the position and adjust the salary.

(3) incompetence: define the standards and conditions of incompetence.

(4) Exit: Establish an exit mechanism to realize the entry and exit of personnel.

3. Enterprises are gradually landing: China Southern Power Grid has newly promoted the management measures for cadres to be able to go up and down, clarified 29 kinds of "incompetent" situations, newly revised the company's labor management measures and performance appraisal management rules, and completely broke the "iron rice bowl" from the institutional mechanism. Anshan Iron and Steel Group and China Zhong Yi signed post contracts with employees, and if the post performance appraisal results are not up to the job, the "post" contract will be terminated; If the post contract is terminated twice, the "labor" contract shall be terminated.