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      國(guo)(guo)有企(qi)(qi)業(ye)(ye)(ye)用(yong)工(gong)(gong)制(zhi)(zhi)度(du)(du)(du)改革是國(guo)(guo)有企(qi)(qi)業(ye)(ye)(ye)改革的(de)(de)(de)重要(yao)(yao)內容之一。改革開放以(yi)來，我國(guo)(guo)國(guo)(guo)有企(qi)(qi)業(ye)(ye)(ye)用(yong)工(gong)(gong)制(zhi)(zhi)度(du)(du)(du)改革取得了良好(hao)效果，基(ji)本完成(cheng)了從計劃(hua)用(yong)工(gong)(gong)向市(shi)場(chang)用(yong)工(gong)(gong)、從固定用(yong)工(gong)(gong)制(zhi)(zhi)到(dao)勞動合(he)同(tong)制(zhi)(zhi)的(de)(de)(de)轉變。但(dan)也(ye)應看到(dao)，目前我國(guo)(guo)國(guo)(guo)有企(qi)(qi)業(ye)(ye)(ye)中(zhong)還存(cun)在(zai)合(he)同(tong)工(gong)(gong)、農民(min)工(gong)(gong)、勞務派遣人員等(deng)(deng)多種用(yong)工(gong)(gong)方式，也(ye)不同(tong)程度(du)(du)(du)存(cun)在(zai)同(tong)工(gong)(gong)不同(tong)身(shen)份、同(tong)工(gong)(gong)不同(tong)酬等(deng)(deng)現象。這種狀況不利(li)于(yu)發揮員工(gong)(gong)的(de)(de)(de)積(ji)極性、主動性和創造性，不利(li)于(yu)增強員工(gong)(gong)的(de)(de)(de)歸屬(shu)感和認同(tong)感，需要(yao)(yao)在(zai)深化國(guo)(guo)有企(qi)(qi)業(ye)(ye)(ye)改革中(zhong)著力加以(yi)改變。黨的(de)(de)(de)十八屆三中(zhong)全會《決(jue)定》提(ti)出，“規范招人用(yong)人制(zhi)(zhi)度(du)(du)(du)，消除城鄉、行業(ye)(ye)(ye)、身(shen)份、性別等(deng)(deng)一切影響平等(deng)(deng)就(jiu)業(ye)(ye)(ye)的(de)(de)(de)制(zhi)(zhi)度(du)(du)(du)障礙和就(jiu)業(ye)(ye)(ye)歧視(shi)”。貫徹落實(shi)這一要(yao)(yao)求，應加快推進(jin)國(guo)(guo)有企(qi)(qi)業(ye)(ye)(ye)用(yong)工(gong)(gong)制(zhi)(zhi)度(du)(du)(du)改革，全面建(jian)立符合(he)社會主義(yi)市(shi)場(chang)經(jing)濟(ji)和現代企(qi)(qi)業(ye)(ye)(ye)制(zhi)(zhi)度(du)(du)(du)要(yao)(yao)求的(de)(de)(de)新型勞動關系(xi)和用(yong)工(gong)(gong)制(zhi)(zhi)度(du)(du)(du)。 

　　堅持以人(ren)(ren)(ren)為(wei)本(ben)，尊(zun)重(zhong)(zhong)和(he)保(bao)障(zhang)員(yuan)(yuan)工(gong)(gong)(gong)合(he)法(fa)(fa)權益(yi)。人(ren)(ren)(ren)是(shi)企(qi)(qi)業(ye)(ye)發(fa)(fa)展的(de)核心(xin)要素。深化(hua)用工(gong)(gong)(gong)制度改(gai)革，必須堅持以人(ren)(ren)(ren)為(wei)本(ben)，樹(shu)立尊(zun)重(zhong)(zhong)勞動、尊(zun)重(zhong)(zhong)人(ren)(ren)(ren)才的(de)用工(gong)(gong)(gong)理(li)念(nian)，切實(shi)保(bao)障(zhang)各類員(yuan)(yuan)工(gong)(gong)(gong)的(de)合(he)法(fa)(fa)權益(yi)。應及時糾(jiu)正平(ping)均主(zhu)義、吃“大鍋飯”的(de)做法(fa)(fa)，樹(shu)立按勞分(fen)配、任人(ren)(ren)(ren)唯賢(xian)的(de)理(li)念(nian)，保(bao)護(hu)(hu)并激發(fa)(fa)員(yuan)(yuan)工(gong)(gong)(gong)的(de)積極性、主(zhu)動性和(he)創造性，打破(po)人(ren)(ren)(ren)浮于事的(de)局面(mian)。深化(hua)用工(gong)(gong)(gong)制度改(gai)革難免會(hui)給一些(xie)員(yuan)(yuan)工(gong)(gong)(gong)帶來思想(xiang)上的(de)波動。針對員(yuan)(yuan)工(gong)(gong)(gong)的(de)思想(xiang)認(ren)識問題(ti)，應堅持正面(mian)引(yin)導和(he)教育，增強員(yuan)(yuan)工(gong)(gong)(gong)的(de)愛崗敬業(ye)(ye)精神，幫助(zhu)員(yuan)(yuan)工(gong)(gong)(gong)正確認(ren)識和(he)處(chu)理(li)個人(ren)(ren)(ren)利益(yi)與(yu)集體利益(yi)、個人(ren)(ren)(ren)發(fa)(fa)展與(yu)企(qi)(qi)業(ye)(ye)發(fa)(fa)展之間(jian)的(de)關(guan)系，以積極、健康、向上的(de)心(xin)態融入(ru)企(qi)(qi)業(ye)(ye)發(fa)(fa)展。在深化(hua)用工(gong)(gong)(gong)制度改(gai)革的(de)過(guo)程中，企(qi)(qi)業(ye)(ye)應加強與(yu)員(yuan)(yuan)工(gong)(gong)(gong)的(de)溝通(tong)交流，關(guan)心(xin)員(yuan)(yuan)工(gong)(gong)(gong)的(de)工(gong)(gong)(gong)作與(yu)生(sheng)活，妥善處(chu)理(li)員(yuan)(yuan)工(gong)(gong)(gong)之間(jian)的(de)矛盾，幫助(zhu)員(yuan)(yuan)工(gong)(gong)(gong)解決實(shi)際(ji)困難；拓寬員(yuan)(yuan)工(gong)(gong)(gong)參(can)與(yu)企(qi)(qi)業(ye)(ye)經營管理(li)的(de)渠道，保(bao)障(zhang)員(yuan)(yuan)工(gong)(gong)(gong)合(he)法(fa)(fa)權益(yi)，維護(hu)(hu)員(yuan)(yuan)工(gong)(gong)(gong)主(zhu)人(ren)(ren)(ren)翁地位。

　　調整薪(xin)(xin)酬(chou)(chou)分(fen)配(pei)(pei)結構，形成(cheng)統一的(de)(de)激勵(li)機制(zhi)(zhi)。由于(yu)歷(li)史原因和(he)國有企業(ye)的(de)(de)特殊性，一些國有企業(ye)還不(bu)同(tong)程度(du)(du)地保留(liu)著老(lao)員工(gong)(gong)(gong)以身份(fen)管(guan)理(li)(li)(li)為(wei)主的(de)(de)用工(gong)(gong)(gong)方(fang)式和(he)相關工(gong)(gong)(gong)資制(zhi)(zhi)度(du)(du)。這與新員工(gong)(gong)(gong)的(de)(de)管(guan)理(li)(li)(li)方(fang)式和(he)薪(xin)(xin)酬(chou)(chou)制(zhi)(zhi)度(du)(du)之(zhi)間存在一定差異，容易形成(cheng)攀(pan)比(bi)心(xin)理(li)(li)(li)，也(ye)容易讓新員工(gong)(gong)(gong)感覺不(bu)公平。深化用工(gong)(gong)(gong)制(zhi)(zhi)度(du)(du)改革，應正確處理(li)(li)(li)新、老(lao)員工(gong)(gong)(gong)之(zhi)間的(de)(de)利(li)益關系(xi)，在“尊重歷(li)史、承(cheng)認差別”的(de)(de)基(ji)礎(chu)上(shang)逐步調整薪(xin)(xin)酬(chou)(chou)分(fen)配(pei)(pei)結構，逐步由身份(fen)管(guan)理(li)(li)(li)向合同(tong)管(guan)理(li)(li)(li)和(he)崗位(wei)管(guan)理(li)(li)(li)轉變，充(chong)分(fen)發(fa)揮市(shi)場機制(zhi)(zhi)作(zuo)用和(he)勞(lao)動力(li)(li)市(shi)場的(de)(de)定價功能(neng)(neng)，最終(zhong)打破(po)“鐵飯(fan)碗”的(de)(de)用工(gong)(gong)(gong)制(zhi)(zhi)度(du)(du)。堅(jian)持因事設崗、能(neng)(neng)崗匹配(pei)(pei)原則，努(nu)力(li)(li)確保各(ge)類員工(gong)(gong)(gong)各(ge)盡(jin)其能(neng)(neng)、各(ge)得(de)其所。根據(ju)工(gong)(gong)(gong)作(zuo)崗位(wei)、職業(ye)技(ji)能(neng)(neng)、工(gong)(gong)(gong)作(zuo)績(ji)效建立(li)并完善薪(xin)(xin)酬(chou)(chou)激勵(li)機制(zhi)(zhi)，形成(cheng)合理(li)(li)(li)的(de)(de)收入分(fen)配(pei)(pei)差距，使(shi)薪(xin)(xin)酬(chou)(chou)分(fen)配(pei)(pei)結構既有公平性又具激勵(li)性。

　　完善與現代企業制度相適應的市場化用工制度。建立健全以合同管理為核心、以崗位管理為基礎的用工制度，形成人員能上能下、能進能出的合理流動機制。打破身份差別，統一按照相關勞動法律法規簽訂勞動合同，打破終身制；按照公開、公平、競爭、擇優的原則，建立高效的人才引進、績效考核、晉升與退出機制，形成動態、競爭性的用工管理制度；按照勞動合同規定的工作職責和工作業績，結合工作實際完成情況進行科學合理的考核。另外，針對季節性用工、臨時用工等動態用工情況，國有企業必須嚴格遵循國家法律法規制定相關政策，真正使相關員工與勞動合同制員工“同工、同酬、同福利、同管理”，增強他們的歸屬感，調動他們的積極性。本文摘自：《人民日報》