深圳市石岩街道办公务员薪酬体系构建研究

发布时间：2018-02-24 09:29

本文关键词： 薪酬体系宽带薪酬岗位评价街道办公务员　出处：《西安科技大学》2015年硕士论文　论文类型：学位论文

【摘要】：我国公务员制度的形成具有历史特色。随着公务员制度的发展与改革,公务员薪酬也经历了相应的发展与改革,取得了一定的效果。但随着社会的进步和经济的发展,我国公务员薪酬制度与社会的快速发展之间的不协调、不适应状态开始逐步显现。深圳市石岩街道办作为政府的派出机构和最基础的行政机关,公务员薪酬制度一直跟随国家的脚步进行调整。但是深圳市发展日新月异,石岩街道办公务员薪酬调整已经跟不上经济快速增长的步伐,仍然存在一些问题,如公务员薪酬总体水平较低,公务员与非编制公务人员待遇差距较大,无法激励员工的工作热情等。本文首先对我国现行的公务员薪酬、岗位设计及宽带薪酬进行综述,在了解深圳市石岩街道办公务员薪酬体系的基础上,对目前其薪酬管理中存在的问题进行分析,指出存在的主要问题,如工资普调,无法有效调动员工积极性;薪酬结构不合理;薪酬内部平均主义,外部竞争力不够;绩效考核流于形式,缺乏激励性。其次,对深圳市石岩街道办公务员岗位进行梳理,对岗位设置进行优化,并针对中层管理岗、管理类/执法类岗位进行岗位评价指标体系的建立和评价指标的具体量化,从岗位职责、工作条件、岗位技能、劳动强度4个主要方面对对深圳市石岩街道办公务员相关的岗位进行评价,形成了岗位等级序列。再次,确立“规范岗位、突出贡献、强化绩效”的薪酬设计指导思想,建立以岗位工资、绩效工资、福利津贴为主的宽带薪酬体系,并根据业绩对员工的薪酬进行动态调整,同时也给出了为保证薪酬体系具体实施、转换的条件,如加强法制建设、促进组织的扁平化、强化绩效考核、注重内部公平。
[Abstract]:With the development and reform of the civil service system, the civil servants' salary has also experienced the corresponding development and reform, and has achieved certain results. But with the progress of the society and the development of the economy, the formation of the civil service system in China has its historical characteristics. The incoordination between the civil servants' salary system and the rapid development of the society in our country is beginning to show up gradually. As the dispatched agency of the government and the most basic administrative organ, the Shiyan Subdistrict Office of Shenzhen Municipality, The civil service pay system has always been adjusted in the footsteps of the state. However, with the rapid development of Shenzhen City, the pay adjustment for civil servants in Shiyan Street Office has been unable to keep pace with the rapid economic growth, and there are still some problems. For example, the general level of civil servants' pay is low, the gap between civil servants' and non-staff members' treatment is large, and the enthusiasm of employees can not be encouraged. Firstly, this paper summarizes the current civil servants' salary, post design and broadband salary in our country. On the basis of understanding the salary system of Shiyan Street Office of Shenzhen City, this paper analyzes the problems existing in the present salary management and points out that the main problems, such as the general adjustment of wages, can not effectively mobilize the enthusiasm of employees; Salary structure is unreasonable; internal egalitarianism of salary, external competitiveness is not enough; performance appraisal is mere form, lack of incentive. Secondly, comb the post of Shenzhen Shiyan street office, optimize the post setting, And the establishment of the post evaluation index system and the quantification of the evaluation index system for the middle management post, the management class and the law enforcement type post, from the position duty, the working condition, the post skill, The four main aspects of labor intensity are the evaluation of the related posts in Shiyan street office of Shenzhen, and the post rank sequence is formed. Thirdly, the salary design guiding ideology of "standardizing posts, giving prominence to contributions and strengthening performance" is established. To establish a broadband salary system, which is mainly composed of post salary, performance wage and welfare allowance, and to dynamically adjust the salary of employees according to their achievements. At the same time, it also gives the conditions for the transformation of the compensation system, such as strengthening the construction of the legal system, in order to ensure the specific implementation of the compensation system. Promote the flattening of the organization, strengthen performance appraisal, pay attention to internal fairness.
【学位授予单位】：西安科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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