The reform of state-owned enterprises | with posts as the guideline and salary as the leader, and the reform of human resources in Wuhan Metro has sounded the clarion call

Since the three-year action of state-owned enterprise reform in 2020 was officially launched, Wuhan Metro has fully implemented the requirements of the central, provincial and municipal levels under the momentum of construction, operation and operation of the troika of parallel and hard development, and established a reform leading group with the party secretary and chairman as the leader and the general manager as the deputy leader, and vigorously promoted the deepening of enterprise reform. Human resources is the first resource to promote the economic development of enterprises, so Wuhan Metro takes human resources as the focus point, runs out of the "acceleration" of state-owned enterprise reform, and drives the rapid promotion of special actions for reform with high-quality human resources.

01

Take the post as the guideline

Create a human resources "subway model"

Clarify the position settings of the group,

Establish open and transparent appointment mechanisms

By sorting out the business process, Wuhan Metro has set up 100+ posts covering two major job categories and seven major job sequences, while promoting the external marketization of employment, actively promoting internal marketization, setting up four principles of post appointment, and comprehensively establishing an open and transparent post appointment management mechanism.

Scientifically determine the needs of personnel,

Do a good job of human resources planning

According to the different work nature of construction, operation, operation, organs and other sectors, based on indicators such as construction mileage and operation scale, Wuhan Metro clarifies the personnel allocation needs of each unit and department, resolutely achieves no waste, no redundancy and no shortage of human resources, reflects the intensive and efficient management level, and provides talent guarantee for the realization of the company's strategy.

Comprehensively implement the marketization of employment,

Benchmark against the market

Wuhan Metro comprehensively and deeply implements the marketization of employment. On the one hand, we will actively promote hierarchical and classified open recruitment, and try to introduce market-oriented professional managers with commercial subsidiaries such as Xunhe Company, Resource Company, and Commercial Factoring Company as pilots. On the other hand, the implementation of the full post appointment system management, to the post fixed salary, in accordance with the law and regulations to carry out the appointment, renewal, dismissal of employees.

Improve the post certification system,

Clarify employee promotion channels

In order to achieve "the capable, the mediocre", the establishment of a competency certification as the standard of the post system, post certification as a precondition for post appointment, only through the post certification of employees, can be hired to the corresponding position.

Job certification management follows three principles:

1. Job matching: the employee's work ability needs to match the qualifications;

2. Performance-oriented: the performance contribution of employees needs to match the job level;

3. Separate evaluation and recruitment: The ability requirements of employees need to match the needs of the enterprise.

Through the establishment of a sound post certification management system, guide employees to accurately improve their professional capabilities, and comprehensively improve the efficiency of employee work and company operation.

02

Pay for it

Motivate employees to do "subway speed"

Take the person in charge of the enterprise as the first,

Establish a salary incentive constraint mechanism

Adhere to the unity of incentives and constraints for the responsible persons of state-owned enterprises, and formulate and implement the management measures for the remuneration of the heads of the units under the group. The remuneration of the responsible person of the state-owned enterprise is linked to the scale of the responsible unit in terms of operating income, total profit, number of employees, investment amount, etc., and the assessment situation, and the linkage part accounts for 80% of the total salary, which realizes the linkage between the salary of the responsible person of the state-owned enterprise with the ability and performance, and the performance increase and salary increase, the performance reduction and salary reduction.

Implement total wage control,

Establish a real-time dynamic adjustment mechanism

According to the relevant provisions of the Municipal State-owned Assets Supervision and Administration Commission on the management of the total salary of the invested enterprises, the total salary of the affiliated enterprises is fully linked to the economic benefits, and the market-oriented selection and recruitment of professional managers, the introduction of high-end talents, and the implementation of medium- and long-term incentives are included in the scope of total salary management. This dynamic adjustment mechanism of total salary avoids the situation of "doing more and doing less" for employees of the group's subordinate units. After linking the salary of all employees of the subordinate unit with the overall performance of the unit, the enthusiasm of the staff officers for entrepreneurship is deeply stimulated.

Implement full performance appraisal,

Improve the market-oriented salary distribution mechanism

Wuhan Metro adheres to the concept of resolutely breaking egalitarianism and breaking the "high-level cauldron rice", implements full performance appraisal, adheres to the principle that employees are paid by "post", paid according to "performance", and linked to "effectiveness", and truly establishes a distribution system that determines salaries according to performance contributions, and realizes a salary system that is guaranteed, motivating and regulated.

Optimize the performance appraisal method,

Carry out employee evaluation from multiple perspectives

In order to make the performance appraisal scientific and reasonable, special research, and serious demonstration, the three principles of combining personal performance with departmental performance, quantitative appraisal and qualitative appraisal, and combining performance orientation with incentive constraints have been formulated, focusing on the five dimensions of "morality, ability, diligence, performance, and honesty", monthly, semi-annual and annual appraisals have been carried out in an orderly manner, and the results of performance appraisal have been applied to the bonus distribution, post promotion and evaluation of employees, so as to promote the enthusiasm of all employees and officers to start a business.

Wuhan Metro Group will take the reform of the human resources system as the basis, further tap the deep potential of employees, give full play to the energy of employees, stimulate employees' enthusiasm for doing things, enhance the courage of employees, escort the cause of Wuhan rail transit to become bigger and stronger, contribute to the construction of metro cities, and jointly promote the special reform of state-owned enterprises.

(Source: Wuhan Metro Editor: Lv Yanli)