新聞資訊
news為深入貫徹落實(shi)中國(guo)能(neng)(neng)建(jian)“4223”人(ren)才強企戰(zhan)略，大(da)力踐行三項制(zhi)(zhi)度改革(ge)，中國(guo)葛(ge)洲(zhou)壩集團三峽建(jian)設工(gong)程有限公(gong)(gong)(gong)司(si)（以下簡稱“葛(ge)洲(zhou)壩三峽建(jian)設公(gong)(gong)(gong)司(si)”）錨定“干(gan)部能(neng)(neng)上(shang)能(neng)(neng)下、員工(gong)能(neng)(neng)進能(neng)(neng)出、收入能(neng)(neng)增能(neng)(neng)減”目標，持續深化市(shi)場化用工(gong)改革(ge)，完善人(ren)員退出機制(zhi)(zhi)，不斷賦能(neng)(neng)企業高質量(liang)發展。近三年，公(gong)(gong)(gong)司(si)員工(gong)市(shi)場化退出率(lv)(lv)從0.04%提升到3%，平均(jun)營(ying)收增長率(lv)(lv)為26.7%，凈利潤增長率(lv)(lv)為30.97%。
強化戰略(lve)引領(ling)，科學(xue)部署員工市場化退(tui)出(chu)工作
一(yi)是(shi)科學(xue)制(zhi)(zhi)(zhi)定人力(li)資(zi)(zi)源發展(zhan)(zhan)規劃(hua)。根(gen)據中(zhong)國能建(jian)人才(cai)工(gong)(gong)(gong)作(zuo)會議精神和“科改(gai)行動(dong)(dong)(dong)”總體(ti)要(yao)求(qiu)，高(gao)起點(dian)編制(zhi)(zhi)(zhi)《“十四五”人力(li)資(zi)(zi)源發展(zhan)(zhan)規劃(hua)》，通(tong)過建(jian)立(li)人力(li)資(zi)(zi)源需(xu)求(qiu)預測模型(xing)，科學(xue)開展(zhan)(zhan)需(xu)求(qiu)分析，從源頭加強用(yong)(yong)工(gong)(gong)(gong)總量控制(zhi)(zhi)(zhi)，同(tong)時強化(hua)(hua)市(shi)場化(hua)(hua)用(yong)(yong)工(gong)(gong)(gong)改(gai)革工(gong)(gong)(gong)作(zuo)頂層(ceng)設計(ji)，明(ming)確(que)員(yuan)工(gong)(gong)(gong)市(shi)場化(hua)(hua)退(tui)(tui)出(chu)(chu)目(mu)標(biao)(biao)，將員(yuan)工(gong)(gong)(gong)市(shi)場化(hua)(hua)退(tui)(tui)出(chu)(chu)目(mu)標(biao)(biao)完(wan)成情況納(na)入公(gong)司領導年(nian)度(du)責(ze)任制(zhi)(zhi)(zhi)考(kao)(kao)核，從戰略層(ceng)面提高(gao)對市(shi)場化(hua)(hua)退(tui)(tui)出(chu)(chu)工(gong)(gong)(gong)作(zuo)的(de)重(zhong)視程度(du)。二是(shi)大(da)力(li)推進(jin)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)用(yong)(yong)工(gong)(gong)(gong)結構(gou)調整(zheng)(zheng)。印(yin)發《勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)用(yong)(yong)工(gong)(gong)(gong)結構(gou)調整(zheng)(zheng)實施方案》，打通(tong)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)合(he)(he)同(tong)制(zhi)(zhi)(zhi)用(yong)(yong)工(gong)(gong)(gong)和勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)用(yong)(yong)工(gong)(gong)(gong)轉(zhuan)(zhuan)換通(tong)道，開展(zhan)(zhan)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)用(yong)(yong)工(gong)(gong)(gong)結構(gou)調整(zheng)(zheng)專項工(gong)(gong)(gong)作(zuo)。2022年(nian)，所屬41家(jia)單位完(wan)成了(le)(le)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)用(yong)(yong)工(gong)(gong)(gong)結構(gou)調整(zheng)(zheng)工(gong)(gong)(gong)作(zuo)，全(quan)年(nian)調整(zheng)(zheng)用(yong)(yong)工(gong)(gong)(gong)身(shen)份216人，逐步(bu)推動(dong)(dong)(dong)高(gao)替代性、低價值創(chuang)造(zao)、低勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)附加值的(de)在崗員(yuan)工(gong)(gong)(gong)逐步(bu)向勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)用(yong)(yong)工(gong)(gong)(gong)轉(zhuan)(zhuan)化(hua)(hua)。同(tong)時從制(zhi)(zhi)(zhi)度(du)層(ceng)面依(yi)法合(he)(he)規地制(zhi)(zhi)(zhi)定員(yuan)工(gong)(gong)(gong)退(tui)(tui)出(chu)(chu)條件，明(ming)確(que)哪些情況發生時員(yuan)工(gong)(gong)(gong)必須(xu)退(tui)(tui)出(chu)(chu)，為員(yuan)工(gong)(gong)(gong)退(tui)(tui)出(chu)(chu)奠定了(le)(le)制(zhi)(zhi)(zhi)度(du)依(yi)據，方便(bian)員(yuan)工(gong)(gong)(gong)退(tui)(tui)出(chu)(chu)工(gong)(gong)(gong)作(zuo)的(de)進(jin)一(yi)步(bu)開展(zhan)(zhan)。三是(shi)探索(suo)勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)用(yong)(yong)工(gong)(gong)(gong)管(guan)(guan)理新(xin)思路。探索(suo)以(yi)小額參股方式(shi)組建(jian)勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)合(he)(he)資(zi)(zi)公(gong)司，以(yi)合(he)(he)資(zi)(zi)公(gong)司為依(yi)托，完(wan)善勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)用(yong)(yong)工(gong)(gong)(gong)薪酬分配、崗位晉(jin)升、績效考(kao)(kao)核等配套管(guan)(guan)理機制(zhi)(zhi)(zhi)，實現勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)用(yong)(yong)工(gong)(gong)(gong)與職工(gong)(gong)(gong)同(tong)待遇同(tong)標(biao)(biao)準管(guan)(guan)理，提升勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)人員(yuan)認(ren)同(tong)感(gan)和歸屬感(gan)，建(jian)立(li)退(tui)(tui)出(chu)(chu)員(yuan)工(gong)(gong)(gong)的(de)身(shen)份“緩沖帶(dai)”，弱化(hua)(hua)矛盾沖突，促(cu)進(jin)做精勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)合(he)(he)同(tong)制(zhi)(zhi)(zhi)用(yong)(yong)工(gong)(gong)(gong)、做大(da)勞(lao)(lao)(lao)(lao)務(wu)(wu)(wu)外包用(yong)(yong)工(gong)(gong)(gong)。同(tong)時計(ji)劃(hua)增量員(yuan)工(gong)(gong)(gong)先簽(qian)到合(he)(he)資(zi)(zi)公(gong)司，通(tong)過合(he)(he)資(zi)(zi)公(gong)司對新(xin)招聘員(yuan)工(gong)(gong)(gong)進(jin)行考(kao)(kao)評和篩選，滿足正式(shi)職工(gong)(gong)(gong)所需(xu)要(yao)的(de)基本條件和工(gong)(gong)(gong)作(zuo)能力(li)后再轉(zhuan)(zhuan)為與葛(ge)洲壩(ba)三峽建(jian)設公(gong)司簽(qian)訂勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)合(he)(he)同(tong)，提高(gao)整(zheng)(zheng)體(ti)用(yong)(yong)工(gong)(gong)(gong)質量。
嚴格員(yuan)工考核，多(duo)渠道推進員(yuan)工市場化退出工作
一是嚴格(ge)工(gong)作(zuo)業績(ji)(ji)(ji)考(kao)核(he)(he)(he)(he)(he)。梳理(li)業務(wu)流程，編制崗位說(shuo)明書，印發《全員(yuan)績(ji)(ji)(ji)效(xiao)管理(li)辦法》，以(yi)PBC（個(ge)人(ren)(ren)業績(ji)(ji)(ji)承諾(nuo)）績(ji)(ji)(ji)效(xiao)考(kao)核(he)(he)(he)(he)(he)體系(xi)為(wei)基礎(chu)，實施全員(yuan)崗位合(he)(he)(he)約制。強化績(ji)(ji)(ji)效(xiao)考(kao)核(he)(he)(he)(he)(he)結(jie)(jie)果(guo)運用(yong)(yong)，對(dui)連續(xu)(xu)兩年(nian)績(ji)(ji)(ji)效(xiao)考(kao)核(he)(he)(he)(he)(he)為(wei)C或上年(nian)度績(ji)(ji)(ji)效(xiao)考(kao)核(he)(he)(he)(he)(he)結(jie)(jie)果(guo)為(wei)D的(de)員(yuan)工(gong)，及時(shi)解除(chu)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同。2022年(nian)，公(gong)司(si)考(kao)核(he)(he)(he)(he)(he)不(bu)(bu)勝(sheng)任(ren)退出36人(ren)(ren)，占退出總(zong)人(ren)(ren)數的(de)50%。二是嚴格(ge)試(shi)用(yong)(yong)期考(kao)核(he)(he)(he)(he)(he)。建立(li)新(xin)員(yuan)工(gong)上崗的(de)試(shi)用(yong)(yong)期考(kao)核(he)(he)(he)(he)(he)工(gong)作(zuo)機制，通過下發試(shi)用(yong)(yong)期工(gong)作(zuo)任(ren)務(wu)指標(biao)、試(shi)用(yong)(yong)期轉正答辯等(deng)程序，加(jia)(jia)強對(dui)新(xin)入(ru)職大(da)學畢(bi)業生(sheng)和社(she)會成熟人(ren)(ren)才的(de)試(shi)用(yong)(yong)期考(kao)核(he)(he)(he)(he)(he)，嚴格(ge)考(kao)核(he)(he)(he)(he)(he)結(jie)(jie)果(guo)運用(yong)(yong)，對(dui)試(shi)用(yong)(yong)期考(kao)核(he)(he)(he)(he)(he)不(bu)(bu)合(he)(he)(he)格(ge)的(de)員(yuan)工(gong)，及時(shi)解除(chu)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同。三是嚴格(ge)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同續(xu)(xu)訂考(kao)核(he)(he)(he)(he)(he)。制定《勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同管理(li)實施細(xi)則(ze)》，規(gui)范(fan)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同管理(li)，建立(li)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同續(xu)(xu)訂、終止(zhi)(zhi)、解除(chu)標(biao)準及規(gui)范(fan)化流程，加(jia)(jia)強勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同續(xu)(xu)訂考(kao)核(he)(he)(he)(he)(he)，對(dui)不(bu)(bu)符合(he)(he)(he)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同續(xu)(xu)訂條(tiao)件(jian)的(de)員(yuan)工(gong)，優先(xian)轉為(wei)勞(lao)(lao)(lao)務(wu)外(wai)包用(yong)(yong)工(gong)，員(yuan)工(gong)不(bu)(bu)愿意轉為(wei)勞(lao)(lao)(lao)務(wu)外(wai)包用(yong)(yong)工(gong)的(de)，依(yi)法依(yi)規(gui)解除(chu)（終止(zhi)(zhi)）勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同。近兩年(nian)，不(bu)(bu)符合(he)(he)(he)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)同續(xu)(xu)訂條(tiao)件(jian)員(yuan)工(gong)共(gong)計74人(ren)(ren)，其(qi)中43人(ren)(ren)轉為(wei)勞(lao)(lao)(lao)務(wu)用(yong)(yong)工(gong)。
加(jia)強基礎“334”建設，確(que)保(bao)市場化退(tui)出工作落到實處
一是加強(qiang)(qiang)(qiang)溝通宣(xuan)傳(chuan)。加強(qiang)(qiang)(qiang)溝通宣(xuan)傳(chuan)，防(fang)范用工(gong)(gong)(gong)(gong)(gong)(gong)風險(xian)，先后組織開(kai)展多次勞(lao)動(dong)用工(gong)(gong)(gong)(gong)(gong)(gong)法務知識專題培訓(xun)，增(zeng)強(qiang)(qiang)(qiang)所屬(shu)各(ge)(ge)(ge)單(dan)(dan)位(wei)市(shi)場(chang)化(hua)用工(gong)(gong)(gong)(gong)(gong)(gong)改革風險(xian)防(fang)控意識；督(du)促所屬(shu)各(ge)(ge)(ge)單(dan)(dan)位(wei)成(cheng)立工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)專班，召開(kai)專題會議對(dui)員工(gong)(gong)(gong)(gong)(gong)(gong)進行宣(xuan)傳(chuan)動(dong)員，加強(qiang)(qiang)(qiang)對(dui)員工(gong)(gong)(gong)(gong)(gong)(gong)思(si)想觀念(nian)引導，做好政策解(jie)(jie)釋工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)，增(zeng)強(qiang)(qiang)(qiang)員工(gong)(gong)(gong)(gong)(gong)(gong)理解(jie)(jie)。二是強(qiang)(qiang)(qiang)化(hua)基礎工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)建設。全方(fang)面(mian)梳理員工(gong)(gong)(gong)(gong)(gong)(gong)市(shi)場(chang)化(hua)退出(chu)渠道，分別制定員工(gong)(gong)(gong)(gong)(gong)(gong)績效考核、試用期考核、勞(lao)動(dong)合同續(xu)訂考核、長期不在(zai)崗員工(gong)(gong)(gong)(gong)(gong)(gong)清理等(deng)工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)手冊，規范各(ge)(ge)(ge)項工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)標準和流程，指導各(ge)(ge)(ge)單(dan)(dan)位(wei)將市(shi)場(chang)化(hua)退出(chu)工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)落實(shi)落細(xi)，保障(zhang)市(shi)場(chang)化(hua)退出(chu)工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)穩妥實(shi)施(shi)，落到實(shi)處。三是定期開(kai)展“回頭看”。定期檢查，精(jing)準掌握各(ge)(ge)(ge)單(dan)(dan)位(wei)用工(gong)(gong)(gong)(gong)(gong)(gong)改革落實(shi)情況(kuang)，督(du)促各(ge)(ge)(ge)單(dan)(dan)位(wei)開(kai)展市(shi)場(chang)化(hua)用工(gong)(gong)(gong)(gong)(gong)(gong)自查自糾(jiu)，持續(xu)深化(hua)問題整(zheng)改，強(qiang)(qiang)(qiang)化(hua)總結提升。對(dui)工(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)落實(shi)不到位(wei)、整(zheng)改不及(ji)時的單(dan)(dan)位(wei)，或積極創新、在(zai)市(shi)場(chang)化(hua)退出(chu)方(fang)面(mian)克服重(zhong)大困(kun)難、取得(de)積極成(cheng)效的單(dan)(dan)位(wei)，給予相(xiang)應的管理性(xing)指標考核獎懲(cheng)。
近年來，葛洲壩(ba)三峽建(jian)設公司堅(jian)(jian)定(ding)改革(ge)信心，強化(hua)使(shi)命擔(dan)當，堅(jian)(jian)持改革(ge)創新(xin)，堅(jian)(jian)決破(po)除市(shi)場化(hua)用工的體(ti)制機制障礙，在員工市(shi)場化(hua)退出方(fang)面取得(de)了新(xin)突(tu)破(po)。下(xia)一步，將繼(ji)續(xu)深化(hua)市(shi)場化(hua)退出機制改革(ge)，持續(xu)優化(hua)人員結構(gou)，提升員工價值創造活力，促進企業高質量(liang)可持續(xu)發展(zhan)。