JCY事业单位编外人员薪酬体系再设计研究

发布时间：2018-03-23 19:53

本文选题：事业单位编外人员　切入点：薪酬体系设计　出处：《昆明理工大学》2017年硕士论文

【摘要】：随着社会发展和公共服务领域的延伸,机关事业单位职能规模不断扩大,所需人员随之增加。由于编制限制,“编外员工”已成为许多机关事业单位开展工作的重要力量,目前,机关事业单位越来越重视在编人员的管理,不断优化薪酬体系设计,针对机关事业单位编外人员队伍,如何更好的以薪酬设计为工具,发挥编外人员的积极性与优势,给编外人员一个开阔的发展空间,是国内机关事业单位面临的普遍性问题。如何对编外员工的薪酬进行改革,是当前单位薪资改革中重要的一部分。本文以H省JCY系统为研究对象,探索编外人员的薪酬管理现状,分析当前存在的问题,并提出改进和加强的方法。论文应用薪酬管理相关理论,对JCY系统编外人员进行工资现状的调查分析,发现当前编外人员薪酬结构中形成的关键问题,继而从JCY系统层面分析造成编外人员薪酬体系存在问题的主要原因。应用岗位分类法理论,重新对编外人员进行岗位评价,重新进一步优化设计具备可操作性的新的编外人员薪酬体系,期望可以更好地提高编外人员满意度,激发编外人员的主观能动性,吸引和留住优秀编外人员,提升JCY系统整体效率和核心竞争力。论文包括六部分,第一部分是绪论,阐述论文撰写的背景、写作意义及国内外研究情况,对岗位分类法绩效考核的内容进行阐述;第二部分是相关理论介绍;第三部分是JCY系统事业单位编外员工薪酬体系现状,介绍JCY系统事业单位编外员工的基本情况、薪酬体系现状以及薪酬考核制度等;第四部分是JCY系统事业单位编外员工薪酬体系存在的典型问题,采用问卷调查和数据分析的方法,分析JCY系统事业单位编外员工薪酬体系中存在的主要问题,主要包括薪酬标准低于在编员工、薪酬结构固化陈旧以及存在严重的“同工不同酬”现象等问题和原因;第五部分是基于岗位分类法考核的H省JCY系统事业单位编外员工薪酬体系优化方案,阐述岗位分类法体系优化的原则和思路,提出H省JCY系统事业单位编外员工的岗位分类法薪酬优化方案,如利用岗位分类法来设置考核表,优化编外员工岗位分类法指标库,进行岗位设计,优化薪酬档级;第六部分结语及展望。
[Abstract]:With the development of the society and the extension of the public service field, the scale of the functions of the organs and institutions has been expanding, and the number of personnel needed has increased. Due to the establishment restrictions, "non-staff staff" has become an important force in the work of many government institutions and institutions. At present, Agencies and institutions pay more and more attention to the management of staff, constantly optimize the design of compensation system, and how to better use salary design as a tool to give play to the enthusiasm and advantages of non-staff personnel. Giving non-staff personnel a broad space for development is a common problem faced by domestic institutions and institutions. How to reform the compensation of non-staff staff, It is an important part of the current unit salary reform. This paper takes the JCY system of H province as the research object, explores the present situation of the salary management of non-staff personnel, and analyzes the existing problems. The paper applies the theory of salary management to investigate and analyze the current wage situation of non-staff personnel in JCY system, and finds out the key problems in the current salary structure of non-staff personnel. Then from the JCY system level analysis of the main causes of non-staff compensation system problems. Apply the post classification theory to re-evaluate the post of non-staff personnel, To further optimize the design of a new and operable non-staff compensation system, which is expected to improve the satisfaction of non-staff personnel, stimulate the subjective initiative of non-staff personnel, and attract and retain outstanding non-staff personnel, Improve the overall efficiency and core competitiveness of the JCY system. The paper includes six parts, the first part is the introduction, the writing background, writing significance and research situation at home and abroad, the content of the post classification performance evaluation is expounded. The second part is the related theory introduction, the third part is the JCY system institution non-staff compensation system present situation, introduces the JCY system institution unit non-staff staff basic situation, the salary system present situation and the salary appraisal system and so on; The fourth part is the typical problems in the non-staff compensation system of the JCY system. The main problems in the non-staff compensation system of the JCY system are analyzed by using the methods of questionnaire and data analysis. It mainly includes the salary standard is lower than that of the staff, the salary structure is stale and there are serious problems and reasons such as the phenomenon of "different pay for equal work" and so on. The fifth part is based on the post classification assessment of H province JCY system non-staff compensation system optimization scheme, expounds the principles and ideas of post classification system optimization. This paper puts forward the optimization scheme of post classification for non-staff in JCY system of H province, such as setting up assessment table by using post classification, optimizing index database of post classification for non-staff, designing posts and optimizing salary file level. The sixth part is conclusion and prospect.
【学位授予单位】：昆明理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3

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