新疆B地国税系统绩效工资优化设计

发布时间：2018-05-03 00:14

本文选题：新疆 + 公务员　；参考：《大连理工大学》2017年硕士论文

【摘要】：国税系统作为业务属性极强的国家垂直管理机构,对人员素质和工作能力的要求较高,近年来,公务员成为越来越多年轻人的首选职业,然而,如何激励他们实现个人价值最大化,同时使组织绩效科学地提高,成为当前亟待解决的问题。绩效工资的充分运用,能够缓这一矛盾。新疆B地实行绩效工资的举措,获得了基层国税干部的认同和欢迎,但受制于多种原因,其分配方案广受争议,因此,一个具有可操作性、能够实现基层国税干部利益诉求与组织绩效提升双赢的绩效工资分配方案迫在眉睫。本文试图通过分析借鉴国内外绩效工资制度历程,提炼分析要点,吸收借鉴经验,结合当地国税系统的特殊情况,通过广泛访谈,征求基层国税干部的意见建议,依托比较分析、定性研究等方法,优化现有绩效工资分配方案,以期能真正达成提升工作效能,激发基层干部发挥聪明才智、完善自我、创新发展国税事业的目的。并通过一系列措施研究,力求实现该方案。本文分四部分:第一部分是绪论,主要介绍了这篇文章的选题背景、选题意义,以及相关词条的解释和定义范围,主要对公务员工资、绩效工资在本文的范围进行了界定。同时介绍了国内外对相关内容的政策和理论、实践研究历程、相关综述。在此基础上,提出了本文的研究方法和技术路线。第二部分介绍了新疆B地国税系统的绩效管理和绩效工资分配方案的主要内容、执行情况,及通过执行现有方案,从基层国税干部处反馈得出的现有方案存在的问题及原因分析。第三部分介绍了国内外有借鉴意义的绩效工资分配方案及从中获得的启发,并结合B地区国税系统现有绩效工资分配方案存在的问题,对方案进行优化改良,并对优化后的方案进行可行性分析。第四部分从可操作的角度,提出绩效工资方案实施的改进对策,分别从思想层面、组织层面、技术层面和文化层面进行了阐述。力图对今后在工作岗位上绩效管理工作的发展具有更深层次的积极意义。
[Abstract]:As a national vertical management organization with strong business attributes, the state tax system requires high quality of personnel and working ability. In recent years, civil servants have become the preferred occupation for more and more young people. How to motivate them to maximize their personal value and improve their organizational performance scientifically has become an urgent problem. The full use of performance pay can ease this contradiction. The implementation of performance pay in Xinjiang B has won the approval and welcome of the grassroots state tax cadres. However, it is subject to various reasons, and its distribution scheme is widely disputed. Therefore, one is operable. It is urgent to realize the win-win performance wage distribution scheme which can realize the basic tax cadres' interest demand and organizational performance promotion. This article attempts to draw lessons from the process of performance pay system at home and abroad, refine the main points of analysis, absorb the experience, combine with the special situation of the local national tax system, through extensive interviews, seek the opinions and suggestions of the grass-roots state tax cadres. Based on the methods of comparative analysis and qualitative research, this paper optimizes the existing performance salary distribution scheme, in order to achieve the goal of improving the work efficiency, stimulating the grassroots cadres to give full play to their intelligence, perfecting themselves, and innovating and developing the national tax undertaking. And through a series of measures to study, strive to achieve the program. This paper is divided into four parts: the first part is the introduction, mainly introduces the background of this article, the significance of the topic, as well as the related terms of interpretation and definition of the scope, mainly on the civil service wages, performance pay in the scope of the definition. At the same time, it introduces the domestic and foreign policies and theories of related content, the course of practical research, and the related review. On this basis, the research method and technical route of this paper are put forward. The second part introduces the main contents of the performance management and performance wage distribution scheme of Xinjiang B state tax system, the implementation situation, and through the implementation of the existing scheme, The existing problems and causes of the existing scheme are analyzed from the feedback from the government tax department at the grass-roots level. The third part introduces the domestic and foreign performance wage distribution scheme and its inspiration, and combines the problems of the existing performance wage distribution scheme in the state tax system in B region to optimize and improve the scheme. The feasibility of the optimized scheme is analyzed. The fourth part from the operational point of view, proposed the performance pay program implementation improvement countermeasures, respectively from the ideological level, the organizational level, the technical level and the cultural level has carried on the elaboration. It is of great significance to the development of performance management in the future.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3;F812.42

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