卢氏县公务员薪酬体系优化建议及对策研究
发布时间：2019-01-12 11:33
【摘要】：改革开放以来,我国经济社会迅速发展,伴随着经济发展的同时物价也在上涨,住房、医疗、教育的成本越来越高。但是县级以下公务员的薪酬收入水平较低,增幅过慢,地区与部门之间差距过大,这种情况造成了县级以下公务员对薪酬满意度低、工作懒散、效率低下和人才流失严重之类的问题出现。县级以下公务员直接决定着中国改变政府职能,建设服务型政府的成败。因为他们直接为人民群众提供服务,他们的工作能力和个人素质高低也直接影响着政府部门形象和公共服务质量好坏。薪酬激励是激励公务员提高工作主动性、积极性中最直接有效的方式。科学完备的公务员薪酬体系,是保证公务员队伍健康稳定、高效廉洁的必要条件,对我国政府的行政行为和国民经济的优化起着十分重要的作用。因此,优化现有的公务员薪酬体系显得尤为重要。本文以河南省卢氏县为例,结合人力资源管理中有关薪酬方面的相关理论和我国公务员制度的发展历程,在研究国外发达国家的薪酬体系的基础上,采取实地调研、问卷调查、数据分析等方法对卢氏县公务员的薪酬现状进行了分析。得出,卢氏县公务员的薪酬体系存在:薪酬满意度低,收入差距大;激励作用不明显,考核流于形式;晋升空间狭小,人才流失严重等急需解决的问题。随后在剖析了卢氏县公务员薪酬制度面临问题的原因后,结合人力资源管理的理论基础和国外先进的薪酬体系带来的启示,提出从加快法制化建设、科学设计薪酬结构,形成灵活的薪酬体系,进行工资调查,完善薪酬调整机制,推进薪酬公开化、透明化六个方面来指导优化我国县级以下公务员薪酬体系的建议。最后根据这些建议结合我国国情和地方现状,从国家和县级地方两个层面来提出落实县级以下公务员薪酬制度优化建议的配套措施。论文的研究对构建具有中国特色的公务员薪酬体系具有一定的理论意义。有利于提升我国县级以下公务员的工作积极性和主动性,吸引和留住更多的优秀人才留在基层工作。进而提高我国政府的管理和服务能力。论文的研究在抑制公务员腐败现象上也有一定的作用,对提升公务员队伍的形象和政府公信力,也具有一定的现实价值。
[Abstract]:Since the reform and opening up, China's economic and social rapid development, accompanied by economic development at the same time, prices are also rising, housing, medical care, education costs are higher and higher. However, the salary income level of civil servants below the county level is relatively low, the growth rate is too slow, and the gap between regions and departments is too large. This situation has resulted in low satisfaction with pay and lazy work among civil servants below the county level. Problems such as inefficiency and serious brain drain have emerged. Civil servants below the county level directly determine the success or failure of changing the government functions and building a service-oriented government in China. Because they directly provide services to the people, their working ability and personal quality also directly affect the image of government departments and the quality of public service. Salary incentive is the most direct and effective way to encourage civil servants to improve their work initiative and enthusiasm. A scientific and complete civil service salary system is a necessary condition to ensure the health, stability, efficiency and integrity of the civil servants, and plays a very important role in the administrative behavior of our government and the optimization of the national economy. Therefore, the optimization of the existing civil service pay system is particularly important. Taking Lushi County of Henan Province as an example, combining the relevant theories of human resource management and the development of civil service system in our country, this paper adopts field investigation and questionnaire survey on the basis of studying the compensation system of foreign developed countries. Data analysis and other methods to analyze the status quo of civil servants in Lushi County. It is concluded that the salary system of the civil servants in Lushi County has the following problems: low salary satisfaction and large income gap; the incentive function is not obvious and the examination is just a formality; the promotion space is narrow and the brain drain is serious and so on. Then, after analyzing the causes of the problems faced by the civil service compensation system in Lushi County, combining with the theoretical basis of human resource management and the enlightenment brought by the advanced compensation system abroad, this paper puts forward the idea of speeding up the construction of the legal system and scientifically designing the salary structure. Forming flexible salary system, conducting salary investigation, perfecting salary adjustment mechanism, promoting salary openness and transparency to guide and optimize civil servants' salary system below county level. Finally, according to these suggestions combined with our national conditions and local conditions, from the national and county level to put forward two levels of civil servants below the county level to implement the optimization of the salary system of supporting measures. The research of this paper has certain theoretical significance to the construction of civil servant pay system with Chinese characteristics. It is helpful to improve the enthusiasm and initiative of civil servants below county level and to attract and retain more talented people to work at the grass-roots level. Then improve our government's management and service capacity. The research of this paper also plays a certain role in restraining the corruption of civil servants, and also has certain practical value to enhance the image of the civil servants and the credibility of the government.
【学位授予单位】：西安理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3
本文编号：2407725
[Abstract]:Since the reform and opening up, China's economic and social rapid development, accompanied by economic development at the same time, prices are also rising, housing, medical care, education costs are higher and higher. However, the salary income level of civil servants below the county level is relatively low, the growth rate is too slow, and the gap between regions and departments is too large. This situation has resulted in low satisfaction with pay and lazy work among civil servants below the county level. Problems such as inefficiency and serious brain drain have emerged. Civil servants below the county level directly determine the success or failure of changing the government functions and building a service-oriented government in China. Because they directly provide services to the people, their working ability and personal quality also directly affect the image of government departments and the quality of public service. Salary incentive is the most direct and effective way to encourage civil servants to improve their work initiative and enthusiasm. A scientific and complete civil service salary system is a necessary condition to ensure the health, stability, efficiency and integrity of the civil servants, and plays a very important role in the administrative behavior of our government and the optimization of the national economy. Therefore, the optimization of the existing civil service pay system is particularly important. Taking Lushi County of Henan Province as an example, combining the relevant theories of human resource management and the development of civil service system in our country, this paper adopts field investigation and questionnaire survey on the basis of studying the compensation system of foreign developed countries. Data analysis and other methods to analyze the status quo of civil servants in Lushi County. It is concluded that the salary system of the civil servants in Lushi County has the following problems: low salary satisfaction and large income gap; the incentive function is not obvious and the examination is just a formality; the promotion space is narrow and the brain drain is serious and so on. Then, after analyzing the causes of the problems faced by the civil service compensation system in Lushi County, combining with the theoretical basis of human resource management and the enlightenment brought by the advanced compensation system abroad, this paper puts forward the idea of speeding up the construction of the legal system and scientifically designing the salary structure. Forming flexible salary system, conducting salary investigation, perfecting salary adjustment mechanism, promoting salary openness and transparency to guide and optimize civil servants' salary system below county level. Finally, according to these suggestions combined with our national conditions and local conditions, from the national and county level to put forward two levels of civil servants below the county level to implement the optimization of the salary system of supporting measures. The research of this paper has certain theoretical significance to the construction of civil servant pay system with Chinese characteristics. It is helpful to improve the enthusiasm and initiative of civil servants below county level and to attract and retain more talented people to work at the grass-roots level. Then improve our government's management and service capacity. The research of this paper also plays a certain role in restraining the corruption of civil servants, and also has certain practical value to enhance the image of the civil servants and the credibility of the government.
【学位授予单位】：西安理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D630.3
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