公益类事业单位绩效工资改革研究

发布时间：2018-12-07 21:14

【摘要】：公益类事业单位作为我国事业单位重要组成部分,主要职责是根据各自职能提供公共物品和公共服务。随着我国市场经济体制改革进程的不断推进,原有的单位运行模式和薪酬体系逐渐相互不适应,原有的相关制度办法不能再满足现实工作的需要,暴露出宏观上缺乏公平性、微观上缺乏激励性等问题。目前我国已经全面启动事业单位改革工作,其中人事、工资等制度改革工作也在逐步深入,绩效工资的改革完善了激励机制,充分调动了单位员工的工作积极性,增强了单位活力。但由于事业单位绩效工资是我国事业单位管理体制下的特有产物,在改革过程中易出现政策理解不统一、指标制度不一致等问题。我国自2006年开始启动事业单位薪酬体系改革工作,本文将基于这个宏观背景,结合当地政策文件,以扬州市某公益类事业单位G单位为案例,进行公益类事业单位绩效工资改革研究。本文首先从我国公益类事业单位的基本概念、主要特征出发,回顾我国事业单位的改革情况,结合相应的公益类事业单位人事、工资制度特征,以明确公益类事业单位绩效工资改革的背景和目标。其次,结合对G单位自扬州市统一部署开展绩效工资改革工作以来的实施情况和效果,综合运用文献研究法、内容分析法、问卷调查法、个例访谈法、比较分析法等方法收集资料数据,并对其进行分析,结合相关理论总结G单位绩效工资改革工作所取得的成绩和存在的问题。最后,运用相关理论和方法,结合G单位在绩效工资改革工作中所存在的问题,例如指标体系不完善、缺乏激励作用等方面,从提高公益类事业单位绩效工资改革的实际操作性考虑,结合实际有针对性地从多角度提出改进建议,从而充实公益类事业单位的活力和创新力,增加单位员工工作积极性和主动性,为单位今后的成长和发展打下坚实基础,并希望对其他公益类事业单位在开展相关改革工作时起到参考作用。
[Abstract]:As an important part of public institutions in China, public welfare institutions provide public goods and services according to their respective functions. With the development of the reform process of market economy system in our country, the original unit operation mode and salary system are not adapted to each other gradually, the original relevant system method can no longer meet the needs of the actual work, which exposes the lack of fairness in macro level. Micro-lack of incentives and other issues. At present, our country has fully started the reform of institutions, in which the reform of personnel, wages and other systems is also gradually deepening. The reform of performance pay has improved the incentive mechanism and fully mobilized the work enthusiasm of unit staff. Increased unit vitality. However, the performance pay of institutions is a special product under the management system of our country's institutions. In the process of reform, it is easy to have problems such as inconsistent policy understanding and inconsistent index system. Since 2006, China has started the reform of compensation system of public institutions. Based on this macro background and local policy documents, this paper takes G unit of a public welfare institution in Yangzhou as a case study. Research on performance wage reform of public welfare institutions. Starting from the basic concept and main characteristics of public welfare institutions in China, this paper reviews the reform situation of public welfare institutions in China, and combines the characteristics of personnel and wage system of public welfare institutions. In order to clarify the public welfare institutions performance wage reform background and objectives. Secondly, combined with the implementation and effect of the performance wage reform in Yangzhou since the unified deployment of the G unit, the comprehensive use of literature research method, content analysis method, questionnaire survey method, case interview method, The methods of comparative analysis and other methods collect data and analyze them. Combined with relevant theories, the achievements and problems in the reform of performance pay in G units are summarized. Finally, using relevant theories and methods, combined with the G unit in the performance pay reform problems, such as imperfect index system, lack of incentive, and so on. Considering the practical operation of improving the performance wage reform of public welfare institutions, combined with the actual situation, the author puts forward suggestions for improvement from various angles, so as to enrich the vitality and innovation of public welfare institutions. To increase the work enthusiasm and initiative of the staff, lay a solid foundation for the future growth and development of the unit, and hope to play a reference role in carrying out the relevant reform work for other public welfare institutions.
【学位授予单位】：东南大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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