浙江省高校绩效工资改革探析

发布时间：2018-11-22 16:14

【摘要】：继2006年的事业单位岗位绩效工资改革后,2010年中国普通高等学校及其他事业单位又开启了绩效工资改革的进程。高校绩效工资制度的实施,有利于高校形成完善的分配激励机制和人力资源管理模式,有利于调动高校教师的工作积极性和创造性,有利于高校培养人才、科学研究、服务社会职能的充分发挥；同时也对高校教师原有的薪酬体系和薪酬水平也产生了重要而深刻的影响：一方面,绩效工资制度的实施将使高校原有的人事管理制度和薪酬制度发生深刻的变革,对高校人才培养、师资队伍建设、科研成果的产出、高校可持续发展等方面产生积极地推动作用；另一方面,由于高校绩效工资制度推行时间较短,实施过程中暴露出不少问题和缺陷,造成制度实行的阻力较大、进程缓慢。因此,为了使高校绩效工资改革的效果能够顺利实现,需要我们对绩效工资改革中现的问题和难点进行逐渐完善和解决。由此,本文选择对浙江省高校绩效工资改革现状进行研究分析,希望能够通过这次研究,见微知著,整理出当前高校绩效工资改革中存在的问题和障碍,并找出这些问题产生的原因,提出相应对策,使高校绩效工资改革能够顺利实施,并达到预期效果,在促进高校发展的同时也能促进高校教师的发展,最终实现高校和教师的双赢。
[Abstract]:After the performance wage reform of public institutions in 2006, the process of performance wage reform was initiated in 2010 in Chinese universities and other institutions. The implementation of the performance wage system in colleges and universities is conducive to the formation of a perfect distribution incentive mechanism and human resource management model, to the mobilization of the enthusiasm and creativity of university teachers, to the cultivation of talents in colleges and universities, and to scientific research. Giving full play to the social function of service; At the same time, it also has an important and profound impact on the original salary system and salary level of university teachers. On the one hand, the implementation of the performance pay system will make the original personnel management system and salary system of colleges and universities undergo profound changes. It plays a positive role in the cultivation of talents, the construction of teachers, the output of scientific research achievements and the sustainable development of colleges and universities. On the other hand, due to the short time of implementation of the performance pay system in colleges and universities, many problems and defects are exposed in the implementation process, which results in great resistance to the implementation of the system and slow progress. Therefore, in order to make the effect of the performance wage reform in colleges and universities to be realized smoothly, we need to gradually improve and solve the problems and difficulties in the performance pay reform. Therefore, this paper chooses to study and analyze the current situation of performance wage reform in Zhejiang Province, hoping to find out the problems and obstacles existing in the performance wage reform of colleges and universities through this study. And find out the causes of these problems, put forward the corresponding countermeasures, so that the performance pay reform can be carried out smoothly, and achieve the desired results, promote the development of colleges and universities, but also promote the development of university teachers. Finally, the university and teachers to achieve a win-win.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.5

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