u30101u3011 On the historical evolution and existing concepts of compilation.
In the state-owned enterprises, although de administration and de identification have been implemented for many years, the concept of establishment still exists. This establishment does not refer to the establishment of public affairs and public institutions, but refers to the establishment in the four fixed of central enterprises and state-owned enterprises. Now its not called establishment, but this concept is deeply rooted.
In 1986, China began to implement the national contract system in state-owned enterprises. On January 1, 1995, the labor law began to be implemented in the whole country. Since then, the labor contract has been popularized all over the country. The old employees who started before 1995 still claim to be full-time employees with established staff. At that time, state-owned enterprises were divided into cadres and workers. Until now, there are still differences between cadres and workers in the files of employees of state-owned enterprises in central enterprises. Female workers retire at 50 and female cadres retire at 55.
Older employees remember the word the old way, the new way. Therefore, many of the employees who joined before 1995 are still called former regular workers within the central enterprises. The employees who started to work after 1995 are called non fixed term contract employees, and later they are collectively referred to as contract employees.
Up to now, the state-owned enterprises still carry out the management system of fixed number of staff, fixed number of Posts and fixed capital, and the superior strictly controls the number of employees and the total amount of salary of state-owned enterprises. It is not until 2020 that several central enterprises, such as PetroChina, were selected to carry out the market-oriented reform of the salary system and explore a new way to break the wage quota management. At present, no obvious reform results have been seen. what do you mean? In the past, the higher authorities have approved the total wages of state-owned enterprises, but in the future, we should explore the market-oriented way of liberalizing the management of total wages. In this regard, we maintain a cautious and optimistic attitude.
Focusing on the contradiction between fixed personnel and fixed capital, state-owned enterprises continue to explore and innovate in order to break the problem.
In 1999, in order to solve the problem of new labor force and total wages of state-owned enterprises, Beijing took the lead in trying out the labor dispatch system. what do you mean? The recruitment of labor dispatch system employees does not sign labor contract with state-owned enterprises, does not occupy the fixed number of employees of state-owned enterprises, and the wages are included in the service fee, and do not account for the total wage.
After 2008, central enterprises and state-owned enterprises began to use a large number of dispatched workers.
In 2013, after the promulgation of the Provisional Regulations on labor dispatch, central enterprises and state-owned enterprises used more labor workers on a large scale.
After 2016, some central enterprises in the banking sector have basically become regular workers. However, many central enterprises and state-owned enterprises have not turned into regular workers on a large scale, instead, they have turned the surplus labor workers into outsourcing workers.
Therefore, there are four kinds of employee status in the state-owned enterprises of the Central Government: the former formal worker (the old way, they didnt call social security at that time), the contract employee (paying the social security since the beginning of employment), the labor dispatch system and the outsourcing system. In the central enterprises and state-owned enterprises, the former formal employees and contract employees are regarded as employees with establishment and status.
u30102u3011 How to judge if you have an organization status?
Generally, the human resources department of central enterprises has a human resources information management system, usually sapehr developed in Germany. With this set of information system, we can effectively manage the staff, posts, staffing and capital of subordinate enterprises, which is dead beat. When there was no such system or the subordinate enterprise system was not connected, the subordinate enterprises ate a lot of vacancies. what do you mean? The subordinate enterprises ask the higher authorities to fix the number of staff and ask for the total salary. In fact, it is water injection in order to increase the wages of on-the-job employees. After unified use of sap, there is basically no space for subordinate enterprises to make small moves.
The higher authorities have always maintained a control over the employment scale of state-owned enterprises in central and state-owned enterprises and gradually reduced their staff. Therefore, it is very cautious for central and state-owned enterprises to recruit formal workers. Central enterprises have internal assessment system, for example, according to the business volume, profit, EVA and other indicators of subordinate enterprises, the recruitment indicators are approved for you. For example, Haihai company, a subsidiary of the state-owned enterprise, plans to recruit 300 people. According to the assessment index, the headquarters of the central enterprise will only approve 200 recruitment indicators for you, and at the same time, according to the average wage of the last year, the total salary of 200 people will be increased.
For example: in 2020, the central enterprises will issue enrollment plans to the enterprises directly under the central government. For example, to the Sea Branch issued 200 enrollment plan. This plan was issued from sapehr and controlled from the source. Haihai company wants to recruit 210 people, but there is no way for them. The superior controls them to death.
For example, the Haihai company plans to recruit 200 people, and the central enterprise headquarters will push 1200-1600 candidates to pass the examination. Haihai company organized an interview by itself and selected 200 people. Report to the central enterprise headquarters for verification and unification, and then announce that there is no problem before signing the labor contract. This sample of labor contract, which is also the labor contract uniformly printed by the human resources department of the central enterprise, carries a number.
Therefore, the key point: the human resources department of the central enterprise has made the recruitment of the subordinate companies dead through three means. One is to use sapehr to firmly control your quota (specific to the head), and you cant change a person if you want to change the post. The second is to use sapehr to firmly control your total salary. The people you recruit secretly do not bring salary indicators. Therefore, the lower level enterprises have no incentive to recruit secretly. Third, the central enterprise system personnel transfer, all through sapehr. Every time the organization changes and internal reform, the first thing is to freeze the sapehr system, and no one can move it.
Suppose that there are 300 employees missing in Haihai company, and the central enterprise gives 200 formal employees. Theyre trying to sneak in another 100 people. So, the recruitment of these 100 people can not be unified by the central enterprises, but the recruitment of Haihai company is carried out by the subsidiary companies or even joint ventures. The 100 people recruited will not sign labor contracts with central enterprises or Dahai company, but may sign labor contracts with joint ventures affiliated to Haihai company, or labor contracts with labor service companies entrusted by the joint venture. Although they all signed labor contracts, these 100 people may only be dispatched employees.
Well, sorry, these 100 people are not in sapehr, a state-owned enterprise. They have no establishment and no identity of central enterprises. Assuming that they are transferred, assigned rooms, evaluated professor level senior engineers, and evaluated expert level technical posts, these 100 people may not be qualified. Because you are not in SAP, the human resources department of central enterprises does not admit it.
Therefore, our terminology in the industry: these 100 people are black accounts. Jokingly: those 200 people are national food stamps, and these 100 people are local food stamps.
Since June 2020, have you found out? Some departments in the headquarters of central enterprises have begun to change their names. For example, the general office has been changed into the general management department; the safety and Environmental Protection Bureau has been changed into the safety and environmental protection management department. Another big step has been taken to promote the de administration of central enterprises. The director has been changed to the general manager of the business department, and the director has been changed to the manager. The section chief has been changed to business director.
Is there any concept of cadres identity? In fact, the long-standing concept of administrative rank is still deeply rooted. For example, the head and deputy directors of departments in the headquarters of central enterprises, and the members of the leading groups of enterprises directly under (super large and large-scale) enterprises are all at the level of bureau and vice Bureau (corresponding to the level of local municipal departments). The head and deputy heads of departments in the headquarters Department correspond to the local division level and deputy department level (county and regiment level). The senior directors, directors and sponsors in the enterprise departments correspond to the local departments (township bureaus). For example, some documents from higher authorities, which are required to reach the level of county and regiment, will surely be conveyed to the three-level units of central enterprises.
Therefore, the concept of identity equivalence still exists. At least you are in the central enterprises, we still like to call them bureau level, department level and section level, just to correspond to the administrative level in peoples mind. Otherwise, call you general manager, who knows what level you are. But call you director, others will know that you are at the county level. Speaking of it, there is still face.
Of course, it is also a helpless move for the central enterprises to retain the concept, which is also for the needs of equal reception. For example, the director of a three-level factory under a state-owned enterprise needs to find the local government to coordinate its affairs. The director of the factory is at the department level, and the county head will meet you, which is conducive to the development of business in the local area. After downplaying the rank, the local section chief dared to clap the table with the factory director. Therefore, within the central enterprises, the concept of retaining bureau level, department level and section level still exists.
In addition, the concept of professional titles in central enterprises is particularly strong. You see, many section chiefs and directors are professor level senior engineers and associate professor senior engineers. Internally, it is called positive high and sub high. There are many kinds of engineers, economists, political engineers, etc. When you go to an enterprise and look at your business card, you think you are in a university. There are a lot of professors and associate professors sitting in the room.
You say these concepts are useless? Experts laugh. For example, if your salary rank is rated as a senior professional title, it will be raised to the rank salary of vice senior high school. If part of the enterprise is equipped with policy room, the senior engineer at the professor level corresponds to the department level or even the deputy bureau level, and the associate professor corresponds to the deputy department level. The area of policy room is divided by rank and title. Can you say that these concepts have disappeared?
Another practical example. For the central enterprises located in Beijing to transfer talents from outside Beijing, the Hukou index of bureau level cadres is given by the central Z department, and the residence quota of talents below the bureau level is given by the Ministry of human resources and social security.
In addition, if you transfer from the Jiangsu Branch of a state-owned enterprise to a Beijing unit, you should first meet two hardware: one is a formal full-time undergraduate degree or above, and the other is a senior professional title. You will be eligible to join the queue and wait for the account quota. In the specific queuing order, rank and title are attached with the score.
To sum up, concept is concept and practice is practice. The layman looks at the crowd, the layman looks at the door. You cant get into the gate if you cant get through these doors. Therefore, the reform has a long way to go. To eliminate these concepts, we need to deepen the reform and strengthen the transformation of corporate culture.