铜陵市事业单位绩效工资制度实施存在的问题及对策研究

发布时间：2018-06-28 08:35

本文选题：事业单位 + 绩效工资　；参考：《安徽大学》2016年硕士论文

【摘要】：随着我国经济高速发展,取得了举世瞩目的成绩,市场经济越发成熟,国力日益强盛。这些成绩的取得离不开我国改革开放的伟大战略方针。虽然我国社会主义市场经济体系不断在发展和完善,在经济领域改革取得巨大的成就,但是我国政治体制方面改革还非常缓慢。要继续推进我国经济的发展,必须加快政府职能转变,提高政府效率,提升公共机构服务质量。随着我国中国特色社会主义市场经济不断地改革和完善,国务院为了事业单位更好地适应市场经济发展需要,对我国事业单位的管理方式进行了一系列的改革。事业单位绩效工资改革是我国事业单位改革的重要组成部分,也是最艰巨的部分,是建立适应我国特色的社会主义市场经济的必然要求。2010年事业单位开始实行绩效工资制度以来,改革取得了初步成效,改变了事业单位人浮于事的现象,提高事业单位的工作效率,使事业单位更加积极的融入市场经济发展中去,更好地服务于市场经济的运行。但是,在绩效工资改革实施过程中还是存在了一些问题：落后绩效观念的影响、缺乏合理实用的考核体系、绩效公正的考核困难、绩效工资的总额固定等。对于出现的这些问题,如果不能很好地解决,会严重影响我国事业单位绩效工资实施效果,最终难以完成绩效工资改革的预期的目的。本文是在全国全力推进事业单位绩效工资制度改革这一大环境下,通过近距离观察,对基层事业单位绩效工资制度而展开探讨,认真分析和深入研究了基层事业单位在绩效工资实施工程中存在的问题。本文根据激励理论、公平理论及按劳分配等相关理论,研究了我国事业单位的概况及改革背景,介绍了铜陵市在事业单位绩效工资改革情况,取得丰硕的改革成果及先进经验,同时也揭示了铜陵市事业单位在绩效工资制度实施中存在的一系列问题及形成问题的原因,并进行深入的研究分析,提出有效合理的解决对策。希望通过这些对策建立既有利于提高事业单位内在活力,又有助于改进和完善事业单位绩效工资制度；充分地发挥事业单位绩效工资的激励效果；有助于提高事业单位的公共效率、进一步推进社会公共服务体系的完善,推进事业单位人事制度改革具有十分重要意义；建立健全事业单位公平、高效、合理的绩效工资制度。
[Abstract]:With the rapid development of China's economy, it has made remarkable achievements, the market economy is more mature and the national strength is increasingly strong. These achievements can not be separated from our great strategic policy of reform and opening up. Although the socialist market economy system of our country is constantly developing and perfecting, and has made great achievements in the economic field reform, the reform of our country's political system is still very slow. In order to promote the economic development of our country, we must speed up the transformation of government functions, improve the efficiency of government and improve the service quality of public institutions. With the continuous reform and perfection of the socialist market economy with Chinese characteristics, the State Council has carried out a series of reforms on the management mode of our country's institutions in order to better meet the needs of the development of the market economy. The reform of performance pay in institutions is an important part of the reform of institutions in our country, and it is also the most arduous part. It is an inevitable requirement for the establishment of a socialist market economy suited to the characteristics of our country. Since 2010, when institutions began to implement the performance-based wage system, the reform has achieved initial results and changed the phenomenon that institutions are overstaffed. Improve the work efficiency of institutions, make institutions more actively into the development of the market economy, better serve the operation of the market economy. However, there are still some problems in the process of implementing the performance wage reform: the influence of backward performance concept, the lack of a reasonable and practical appraisal system, the difficulty of fair performance appraisal, the fixed total amount of performance pay, etc. These problems, if not solved well, will seriously affect the implementation effect of performance pay in our institutions, and it will be difficult to achieve the expected purpose of the performance wage reform in the end. In this paper, under the circumstance of promoting the reform of the performance wage system of the public institutions in the whole country, through close observation, the paper discusses the performance wage system of the grass-roots institutions. This paper analyzes and deeply studies the problems existing in the implementation of performance pay in grass-roots institutions. Based on incentive theory, fair theory and distribution according to work theory, this paper studies the general situation and reform background of institutions in China, introduces the reform of performance pay in institutions in Tongling City, and obtains fruitful results and advanced experience. At the same time, it also reveals a series of problems existing in the implementation of the performance pay system in Tongling City and the causes of the problems, and carries out in-depth research and analysis, and puts forward effective and reasonable solutions.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D630.3

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