基于绩效评价的高校绩效工资分配方案设计研究

发布时间：2018-01-12 07:27

本文关键词：基于绩效评价的高校绩效工资分配方案设计研究　出处：《西南交通大学》2013年硕士论文　论文类型：学位论文

【摘要】：2006年,包括高校在内的我国事业单位开始实施岗位绩效工资制度,此次绩效工资制度改革既是我国高校发展的机遇也是一次挑战。如何将广泛应用于企业中的绩效工资制合理地“嫁接”到高校的薪酬体系中,是实施岗位绩效工资制度改革过程中迫切需要解决的难题。为此,本文对我国高校薪酬制度的历史沿革以及相关的文献资料进行了回顾和研究,并总结出了我国高校薪酬制度设计和实施过程中存在的问题和局限。针对这些问题,本文提出了基于绩效评价的高校绩效工资分配方案,该方案的核心是根据绩效评价结果对高校绩效工资进行分配。因此,本文首先构建了一套由绩效评价对象、评价指标、评价标准、评价方法、评价主体构成的绩效评价体系,并将之运用到高校教职员工的绩效评价中,得出各类教职员工的绩效评价结果。最后,根据绩效评价结果来设计绩效工资分配方案。在设计绩效工资分配方案的过程中,本文采用“双层次”的绩效工资分配模式,即学校根据各院系部处绩效工资分配权重对绩效工资总额进行初次分配,在第一次分配结束后,各院系部处再根据教职员工的绩效评价结果及职务等级,对绩效工资进行第二次分配。每一层次的绩效工资分配都与绩效评价结果紧密联系,确保了绩效工资分配方案的公平性和科学性。本文用整体、系统的观点对高校各类教职人员的绩效评价体系进行研究,将绩效评价的各个环节进行有效整合,使之更加科学合理,并在绩效评价的基础上设计绩效工资的分配方案,该方案为各高校的绩效工资改革提供了一个参考。
[Abstract]:In 2006, institutions in China, including colleges and universities, began to implement the post performance pay system. The reform of the performance pay system is both an opportunity and a challenge for the development of colleges and universities in China. How to "graft" the performance pay system which is widely used in enterprises into the salary system of colleges and universities. It is an urgent problem to be solved in the process of implementing the reform of post performance wage system. Therefore, this paper reviews and studies the historical evolution and related literature of the salary system in colleges and universities in China. And summarizes the problems and limitations in the process of designing and implementing the compensation system in colleges and universities in China. In view of these problems, this paper puts forward the performance salary allocation scheme based on performance evaluation. The core of the scheme is to allocate the performance salary according to the results of performance evaluation. Therefore, this paper first constructs a set of performance evaluation objects, evaluation indicators, evaluation criteria, evaluation methods. Evaluation of the main body of the performance evaluation system, and apply it to the performance evaluation of staff in colleges and universities, and get the results of performance evaluation of all kinds of teaching staff. Finally. According to the results of performance evaluation to design the performance wage distribution scheme. In the process of designing the performance wage distribution scheme, this paper adopts the performance wage distribution model of "double level". That is the school according to the departments and departments of the performance pay distribution weight for the initial distribution of the total performance pay in the first allocation after the end of the departments and departments according to the results of the performance evaluation of staff and job grades. The performance wage allocation is closely related to the results of performance evaluation, which ensures the fairness and scientific nature of the performance wage allocation scheme. This paper studies the performance evaluation system of various teaching staff in colleges and universities from the perspective of the whole and the system, and effectively integrates the various aspects of performance evaluation to make it more scientific and reasonable. On the basis of performance evaluation, the paper designs the distribution scheme of performance pay, which provides a reference for the reform of performance pay in colleges and universities.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

【引证文献】