高校绩效薪酬管理制度探究

发布时间：2018-06-30 08:59

本文选题：分配制度 + 绩效工资　；参考：《中央民族大学》2013年硕士论文

【摘要】：为理顺分配关系、规范分配秩序、构建和谐的收入分配格局,通过提高内部竞争激励促进事业发展,近些年来,我国高校根据国家政策要求,陆续实施岗位绩效工资制度。在实施过程中,各高校既是制度制定者、又是制度执行者。由于绩效理念首次被引入我国高校薪酬管理制度,因此在制定过程中面临不少难点,在实施过程中产生了很多问题,在一段时期内工作推进步履维艰。本文力图在梳理国内外现有高校绩效薪酬管理理论的基础上,根据多所国内高校的实证数据和调研结果,结合国内高校实施绩效薪酬管理制度的现状和国内专家学者的相关研究成果,从薪酬结构、薪酬水平、薪酬调整、绩效考核办法、制度推行五个方面总结、分析高校制定实施绩效薪酬管理制度时面临的难点和产生的问题,从管理学、经济学、心理学视角审视难点和问题,提出解决问题的对策和建议。实践是检验真理的唯一标准。成功的绩效薪酬管理制度必须能够达到四个效果：一是通过制度建设,已经可以基本度量组织认可的个人绩效并可以区分每个人之间的差别；二是个人能够体会到绩效差别与薪酬差别的关系；三是薪酬差异能够带来不同的绩效行为；四是个人绩效的提高能够带来组织绩效的提高。因此本文将通过对高校绩效薪酬管理制度的实施效果进行分析判断,找出制定、实施制度时的难点、问题。要想切实实施绩效薪酬管理制度,实现实施绩效薪酬管理制度的目的,必须夯实四个基础：一是要有完善、准确的绩效考核办法；二是要能够清晰地表述绩效与薪酬之间的函数关系；三是要有浓厚的组织文化氛围支持绩效薪酬管理制度的实施和绩效考核体系的运行；四是薪酬范围要足够大,各档次足以拉开差距,并能从理论上证明这种绩效薪酬差距会对员工产生举足轻重的影响。因此本文将结合高校(?)力负本和工作绩效不容易评价的行业特点,从识别不同岗位的绩效要素(?)绩效指标,建立绩效标准,采用科学的方法评估绩效,设计绩效与薪酬之间的联系等角度提出对策和建议。本文的研究思路(?)总经验、发现问题、分析问题、解决问题,旨在通过研究制度的科学性合理性、可操作性并对制度制定提出建设性意见,对高校绩效薪酬管理理论进行补充和完善,为高校更好实施绩效薪酬管理制度提供理论参考,对高校薪酬具体管理者提供帮助。
[Abstract]:In order to straighten out the distribution relationship, standardize the distribution order, construct the harmonious income distribution pattern, and promote the development of the cause through the improvement of internal competition incentive, in recent years, according to the requirements of the national policy, colleges and universities in our country have implemented the post performance salary system one after another. In the process of implementation, colleges and universities are both system makers and system executors. As the concept of performance has been introduced into the salary management system of colleges and universities in China for the first time, there are many difficulties in the formulation process, and a lot of problems have arisen in the process of implementation, and it is difficult to advance the work in a certain period of time. On the basis of combing the existing theories of performance compensation management at home and abroad, this paper tries to make use of the empirical data and research results of many domestic colleges and universities. Combined with the current situation of implementing the performance compensation management system in domestic colleges and universities and the relevant research results of domestic experts and scholars, this paper summarizes five aspects of salary structure, salary level, salary adjustment, performance appraisal method and system implementation. This paper analyzes the difficulties and problems faced by colleges and universities in formulating and implementing the performance compensation management system, examines the difficulties and problems from the perspectives of management, economics and psychology, and puts forward some countermeasures and suggestions to solve the problems. Practice is the sole criterion for testing truth Successful performance pay management system must achieve four effects: first, through the system construction, it can basically measure the individual performance recognized by the organization and distinguish the differences between everyone; Second, individual can realize the relationship between performance difference and pay difference; third, salary difference can bring about different performance behavior; fourth, individual performance can bring about organizational performance improvement. Therefore, this paper will analyze and judge the effect of the performance compensation management system in colleges and universities, and find out the difficulties and problems in the formulation and implementation of the system. In order to effectively implement the performance pay management system and realize the purpose of implementing the performance pay management system, we must lay down four foundations: first, we must have perfect and accurate performance appraisal methods; The second is to be able to clearly express the functional relationship between performance and compensation; the third is to have a strong organizational culture to support the implementation of the performance pay management system and performance appraisal system; Each grade is enough to widen the gap, and can theoretically prove that the performance pay gap will have a significant impact on employees. Therefore, this paper will combine with colleges and universities (?) The characteristics of the industry which are not easy to evaluate, from identifying the performance factors of different positions (?) Performance indicators, establishing performance standards, using scientific methods to evaluate performance, design the relationship between performance and compensation, and put forward countermeasures and suggestions. The research ideas of this paper (?) General experience, problem finding, problem analysis and problem solving are aimed at supplementing and perfecting the theory of performance compensation management in colleges and universities by studying the scientific rationality, maneuverability of the system and making constructive suggestions on the system formulation. This paper provides a theoretical reference for implementing the performance compensation management system in colleges and universities, and provides help for the specific managers of college compensation.
【学位授予单位】：中央民族大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647

【参考文献】