The question of whether state-owned enterprises have an establishment of employees may seem simple, but in fact it involves many complex factors. Below, we will elaborate on this issue from several aspects.
1. The basic attributes of employees of state-owned enterprises
First of all, we need to make it clear that employees of state-owned enterprises and employees of private enterprises are the same in terms of basic attributes. They all sign labor contracts with enterprises, and form a relationship between employment and employment with enterprises. Therefore, from this point of view, the employees of state-owned enterprises do not have the so-called "establishment".
Second, the relationship between the post level and the establishment of employees of state-owned enterprises
However, if we dig deeper into the internal structure of SOEs, we will find that the situation is not so simple. In state-owned enterprises, employees are often divided into different job levels. These levels not only determine the responsibilities and authority of an employee, but also closely related to their future career development.
Here we need to introduce a concept - "compilation". Establishment usually refers to the allocation of the number of personnel determined by state organs, enterprises and institutions in order to complete future or unexpected tasks, which has a guiding and restraining effect on the actual allocation of personnel. Generally speaking, the establishment personnel are the personnel who enjoy the treatment of eating the emperor's grain.
In state-owned enterprises, employees who hold positions at a certain level can be regarded as having an establishment. While these employees enjoy the corresponding treatment, they also take on greater responsibilities. Specifically, according to the usual practice, leading cadres who hold posts equivalent to those at the deputy department level in state-owned enterprises can be directly transferred to leading posts in civil servants or leading posts in public institutions, without having to take a unified selection examination.
Specifically, the senior deputy positions (deputy general manager, deputy secretary of the party committee, secretary of the discipline inspection commission) of municipal state-owned enterprises, the middle-level deputy positions (deputy directors of functional departments, deputy general managers of second-level subsidiaries, deputy secretaries of party committees) of provincial state-owned enterprises, and the middle-level deputy positions of second-level sectors of central enterprises (deputy managers of business departments of functional departments, deputy directors of functional departments of second-level subsidiaries) and above can directly change their identities and become civil servant leading cadres. In fact, the employees of state-owned enterprises at these levels already have the attribute of "establishment".
3. The actual operation of the staff establishment of state-owned enterprises
In practice, the chairmen, general managers, and other senior management personnel of provincial state-owned enterprises are all provincial management cadres, and they can not only enjoy higher treatment and honors, but can also be transferred to provincial organs or prefectures and cities to take up leading posts at the department level when necessary. In fact, these senior managers have gone beyond the category of ordinary employees and have become a special group with "establishment".
Fourth, the impact of the staffing of state-owned enterprises
The existence of the staff establishment of state-owned enterprises has a far-reaching impact on the career development of employees and the stable operation of enterprises. For employees, having a establishment means that they enjoy higher status and treatment, but also need to take on greater responsibilities. For enterprises, by controlling the number of establishments, the personnel structure can be effectively adjusted and optimized, and the operational efficiency and competitiveness of the enterprise can be improved.
5. The future trend of the staff establishment of state-owned enterprises
With the deepening of the reform of state-owned enterprises and the continuous development of the market economy, the concept of the staffing of state-owned enterprises is gradually diluting. In the future, SOEs may pay more attention to the actual ability and performance of employees, rather than overemphasizing the existence of staffing. At the same time, with the continuous improvement of career development and talent training mechanism, the career development path of employees of state-owned enterprises will also be more diversified and flexible.
To sum up, it is not a simple question whether there are employees in state-owned enterprises. It involves many aspects such as the internal structure of state-owned enterprises, the level of employees' positions, and actual operations. Therefore, when we discuss this issue, we need to consider various factors comprehensively and avoid one-sided and extreme views.