基于岗位与绩效管理的Y镇政府薪酬体系研究

发布时间：2018-05-12 16:32

本文选题：薪酬体系 + 乡镇政府　；参考：《浙江工业大学》2015年硕士论文

【摘要】：乡镇政府是我国政权体系的末梢,基层政府的效能高低直接影响着政府部门的公信力。然而目前乡镇政府管理体制中薪酬体系不够规范,不同岗位苦乐不均,绩效考核不科学导致薪酬均等化和激励作用的缺失,严重影响了服务型政府的打造。本论文以薪酬理论、岗位管理和绩效管理相关理论为基础,分析乡镇政府的薪酬管理状况,重点剖析了Y镇政府薪酬管理体系和绩效评估体系的问题所在,结合实际提出了薪酬体系的完善方案,即基于岗位与绩效管理的薪酬管理体系。在新的体系中,将薪酬分为固定薪酬与浮动薪酬两部分,浮动薪酬与岗位和绩效相关。首先确定岗位簇和岗位簇内岗位系数浮动范围,通过岗位评估确定系数值；其次结合平衡计分法(BSC)和关键绩效指标法(KPI)完善了绩效考核体系,将绩效考核指标分为部门的和个人,通过对部门和个人的绩效评估成绩,形成了绩效系数。最后,通过“岗位绩效薪酬基数*岗位系数*绩效系数”确定工作人员浮动薪酬。同时通过绩效考核结果调整下一年度岗位,从而拓宽工作人员晋升渠道。本薪酬系统将个人岗位、部门业绩、个人业绩、组织目标四者紧密结合,实现了薪酬分配的公平性,提升了员工的积极性,同时促进了服务型政府的打造。该方案虽然是针对Y镇政府实际情况提出,但是因为其理论的普遍性,该体系对基层政府机关有一定借鉴意义。
[Abstract]:The township government is the end of the political power system of our country, and the efficiency of the grass-roots government directly affects the credibility of the government department. However, at present, the salary system is not standardized in the management system of township government, the different posts are not equal, and the unscientific performance appraisal results in the loss of the equal pay and the lack of incentive function, which seriously affects the creation of the service-oriented government. Based on the theories of compensation, post management and performance management, this paper analyzes the status of compensation management of township government, and analyzes the problems of compensation management system and performance evaluation system of Y township government. Based on the practice, the paper puts forward the perfect scheme of compensation system, that is, the salary management system based on post and performance management. In the new system, the compensation is divided into two parts: fixed compensation and floating compensation, and floating compensation is related to position and performance. Firstly, the floating range of post coefficient in post cluster and post cluster is determined, and the coefficient value is determined by post evaluation. Secondly, the performance appraisal system is improved by combining the balanced score method (BSCA) and the key performance index method (KPI). The performance appraisal index is divided into department and individual, and the performance coefficient is formed by evaluating the performance of department and individual. Finally, the floating salary is determined by the base of post performance compensation * post coefficient * performance coefficient. At the same time through the performance appraisal results adjust the next year post, thereby widening the staff promotion channel. The compensation system combines personal position, departmental performance, individual performance and organizational goal four closely, realizes the fairness of salary distribution, promotes the enthusiasm of employees, and promotes the creation of service-oriented government at the same time. Although this scheme is put forward according to the actual situation of Y township government, but because of the universality of its theory, the system has certain reference significance to the grass-roots government organ.
【学位授予单位】：浙江工业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630

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