F电台绩效工资分配方案设计研究

发布时间：2018-01-02 10:06

本文关键词：F电台绩效工资分配方案设计研究　出处：《南昌大学》2014年硕士论文　论文类型：学位论文

【摘要】：绩效管理是现代人力资源管理的核心和重要手段，是当今世界企业发展的重要法宝。随着人力资源管理科学理论的不断发展，人力资源管理理念从企业管理范畴不断向非企业领域扩展。现阶段，公共部门绩效管理的理论研究已取得一定成果及一定范围的应用实践，但由于起步较晚，，事业单位等公共部门的绩效管理仍存在许多亟待研究和解决的问题。本文从绩效管理的基本理论和基本概念出发，分析事业单位绩效管理的一般规律，研究知识型员工绩效工资管理问题，针对F电台的绩效工资分配方案设计进行研究，针对存在的问题，提出具体解决方案，为改善我国事业单位绩效状况和服务水平做一些尝试研究。本文首先对选题背景做了概述，通过绩效管理理论研究论述，提出事业单位绩效管理中普遍存在的问题，具体分析F电台的绩效工资管理现状，设计出一个通过岗位评价，从岗位胜任角度来衡量制定岗位绩效工资系数为基础；以平衡和激励为目的的浮动系数叠加方式增强绩效管理效果；以竞争上岗、绩效反馈和沟通等配套确保绩效管理的有效实施的一整套绩效工资分配管理模式，对于其他事业单位乃至其他公共管理部门也具有推广和借鉴意义。
[Abstract]:Performance management is the core and important means of modern human resources management. It is an important magic weapon for the development of enterprises in the world. With the development of the scientific theory of human resources management. The concept of human resource management has been extended from enterprise management to non-enterprise field. At this stage, the theoretical research of public sector performance management has achieved some results and a certain range of application practice, but due to the late start. There are still many problems to be studied and solved in the performance management of public departments such as institutions. This paper analyzes the general law of performance management in institutions from the basic theory and concept of performance management. This paper studies the performance wage management of knowledge workers, studies the design of performance wage allocation scheme for radio station F, and puts forward specific solutions to the existing problems. In order to improve the performance of institutions and service level to do some research. First of all, this paper summarizes the background of the topic, through the theoretical research on performance management, puts forward the common problems in performance management of institutions, and analyzes the current situation of performance pay management in radio station F. Design a through job evaluation, from the point of view of post competency to measure the development of post performance wage coefficient as the basis; To balance and encourage the purpose of floating coefficient superposition to enhance the effectiveness of performance management; Competition, performance feedback and communication to ensure the effective implementation of performance management of a set of performance pay allocation management model. For other institutions and even other public administration departments also have the promotion and reference significance.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G221

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