北京市H部门公务员薪酬激励机制研究

发布时间：2018-05-24 16:13

本文选题：公共部门 + 公务员　；参考：《北京交通大学》2015年硕士论文

【摘要】：公共部门是保证国家正常运行的国家机器,公务人员作为国家机器的操作者,在整个行政系统中处于十分重要的地位,一套有效的留住人才、利用人才、管理人才的激励机制尤其重要,薪酬激励作为激励方式中最普遍、最主要的手段,在公共部门人力资源管理中具有举足轻重的地位。然而我国现行的公共部门薪酬激励机制并不太尽人意,没有发挥应有的作用,因此需要提出一套更符合现阶段中国国情的公共部门薪酬激励机制。本文将通过文献研究法、对比研究法、归纳研究法、调查问卷法等相关研究方法,以北京市H部门为调查对象,从公务员薪酬激励机制的基本概念入手,论证分析薪酬对公务员激励机制的影响,并找出现行公务员薪酬激励机制存在的问题,现行的薪酬制度在结构上主要与公务员的职务直接挂钩,而作为基层公务员受职位限制等因素的影响,职务晋升有限,工资待遇增长缓慢,工资与工作内容和职位不匹配、工资存在公平性差异、激励方式单一等问题,通过借鉴国外公共部门薪酬激励经验并结合我国国情,尝试提出适用于北京市H部门的薪酬激励机制。激励是政府及其部门人力资源管理的核心,是提高公务员劳动效率、管理水平和部门竞争力的关键因素；薪酬激励作为激励方式中最普遍、最主要的手段要发挥其应有的作用,需要建立在薪酬结构科学合理的基础上,薪酬结构的合理可以通过薪酬中工资、奖金和福利三要素的比例合理确定、薪酬宽带化、薪酬货币化来实现,此外还可以通过薪酬市场化调节薪酬水平实现薪酬晋升、通过岗位职位细致化、重视绩效等实现薪酬公平,同时再配以激励文化、考核体系、监督体系等薪酬制度保障条件,形成科学有效的薪酬制度体系。
[Abstract]:The public sector is the state machine that guarantees the normal operation of the state. As the operators of the state machinery, public servants are in a very important position in the entire administrative system. The incentive mechanism of management talents is especially important. As the most common and main means of incentive, salary incentive plays an important role in the management of human resources in public sector. However, the current public sector compensation incentive mechanism in China is not satisfactory and has not played its due role. Therefore, it is necessary to put forward a set of public sector compensation incentive mechanism which is more suitable for the current situation of China. Through literature research, comparative research, inductive research, questionnaire and other related research methods, this paper starts with the basic concept of civil servant compensation incentive mechanism, taking H department of Beijing as the object of investigation. This paper analyzes the influence of salary on the incentive mechanism of civil servants, and finds out the problems existing in the incentive mechanism of civil servants. The structure of the current compensation system is mainly directly linked with the position of civil servants. As a basic civil servant affected by the limitation of position, the promotion of the post is limited, the salary increases slowly, the salary does not match with the content and position of the job, the wage has the equity difference, the incentive way is single, and so on. Based on the experience of public sector compensation incentive in foreign countries and the situation of our country, this paper tries to put forward a compensation incentive mechanism suitable for H department in Beijing. Incentive is the core of human resource management of government and its departments, and it is the key factor to improve the labor efficiency, management level and department competitiveness of civil servants. As the most common incentive way, the most important means should play its due role. It needs to be established on the basis of scientific and reasonable salary structure. The reasonable salary structure can be realized through the reasonable proportion of salary, bonus and welfare, the broadband salary, the monetization of salary. In addition, salary promotion can be realized through market-oriented adjustment of compensation level, compensation fairness can be realized through post meticulous, pay attention to performance and so on. Meanwhile, compensation system security conditions such as incentive culture, examination system, supervision system and so on can be matched. Form a scientific and effective compensation system.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

【参考文献】