摘 要
近年来，我国经济实现了持续快速增长，但企业职工工资水平长期过低且增长
缓慢，劳动报酬在初次分配中的比重持续下降，收入分配差距日益拉大，加之消费
品价格不断攀升和大众心理预期变化的影响，企业职工对收入分配现状越来越不满
意，企业在付出巨大薪酬成本的同时，仍难以获得员工满意度的提升。尤其是2012
年，党的十八大提出了到2020年居民收入翻一番的收入倍增计划，首次对收入分配
目标提出了明确要求。在此社会背景下，如何稳步实现职工工资的稳步增长，适应
企业和社会发展的共同需要，是当前企业需要着力解决的课题
本文通过对典型大型国有煤炭企业工资分配现状的研究，运用工资决定和工资
增长理论，采用实证研究和因果分析等方法，从经济、制度、管理等角度对制约企
业工资正常增长的主要因素进行了深入分析，找出影响工资正常增长的主要制约因
素和限制条件，在有限资源范围内提出设计思路、处理方法和解决方案，拟工资总
额的宏观调控、分配制度的中观管理、分配方式的微观指导以及分配过程的风险控
制等方面入手，团绕“提低、限高、保增长、高激励”这一主线，建立起一套全面
系统的工资正常增长体系，以满足个人和企业发展的共同需要，提高工资分配的满
意度，充分调动广大职工的积极性，实现职工与企业双方价值最大化目标
关键词：工资增长；体系研究；开滦集团
Abstract
In recent years, the economy of our country has achieved sustained rapidly growth,
but the salary of employees in enterprises is relatively low and the salary improving is
also slow. The payment rate in original distribution phase decreased steadily. The
payment gap has been widening gradually. Accompanied by increasingly improving on
consumer price and the changing of the ordinary citizen’s psychological expectation, the
employees in enterprises are dissatisfaction on the payment more than ever before.
Although the great salary cost has been paid, but the enterprises still can not improving
the satisfaction rate of their employees. Especially in 2012, on 18th
congress session of
Communist Part of China, the program of doubling the citizen’s salary in 2020 has been
proposed. And this is the specific object which first proposed on income distribution.
Under this social background, how to increase the salary of employees steadily and
adapted the common need of enterprises and society is the object which need to be solved
in current enterprises.
By studying the salary distribution status in typical large state-owned enterprise in
coal industry, the paper adopted the theory of “depending on salary and improving the
payment”, using the empirical study and causal analysis methods, deeply analyzed the
factors restricting enterprises salary improving from the aspect of economic, regulations,
management etc. and finding out the factors and conditions which affect the salary
normal improvement, and proposed the designing plan, handling methods and solving
program within limited resources. It proposed to solve the issue from aspects of
macro-regulating the total salary amount, media-controlling in distribution regulations,
micro-instruction on distribution mode, and also including the risk control during
distribution process. So as to establish a comprehensive salary normal improving system
which satisfied the development needs of each person and enterprises, and increasing the
degree of satisfaction on payment distribution, fully motivate the activation of massive
employee, realizing the maximum value on both employees and enterprises.
Keywords: Salary improvement, Study on System, Kailuan Group