温州市A事业单位绩效工资改革现状研究及对策分析

发布时间：2018-08-20 12:09

【摘要】：事业单位,作为我国特有的一种社会组织,具有数量众多、类型各异的特点,以达到社会公益为目的。但是随着市场经济体制的日益发展,事业单位的各种机制与市场经济的不适应性日渐明显,尤其体现为其运行模式和薪酬体系。为解决这一问题,我国开展了一系列事业单位体制和机制改革,其中2006年开始的事业单位薪酬体系改革十分关键,此次改革以绩效工资为代表,并取得了一定的成效。因此,2009年,国务院提出事业单位全面实施绩效工资改革,根据分类分3步开展,逐步完成对事业单位收入分配制度的改革。温州市,作为我国第一批对外开放的14个沿海城市之一,属于浙江省地级市,更是浙南经济、文化中心,其事业单位绩效工资改革不仅具有自己的独特性,还具有一定沿海城市的代表性。着眼于我国事业单位改革这一大背景,结合温州市卫生事业单位绩效工资改革的进展情况,在基于绩效、激励和薪酬等这些与绩效工资相关的理论知识上,本文选择了温州市卫生系统某事业单位——承担行政执法职能的全额事业单位,探析其从绩效工资改革到绩效工资实施的内容、过程和结果,重点对其绩效工资现行方案进行分析研究,发现其在绩效工资改革中遇到的问题和存在的不足,运用相关理论知识在案例单位原有工资方案的基础上进行优化设计,最终制定出更加适应案例单位的新绩效工资方案,从而为我国类似具有一定执法职能的全额事业单位在绩效工资改革和实施等方面提供实践参考。
[Abstract]:Institutions, as a special social organization in our country, have the characteristics of numerous and different types, in order to achieve social welfare. However, with the development of market economy system, the inadaptability of various mechanisms of institutions to market economy is becoming more and more obvious, especially for its operating mode and salary system. In order to solve this problem, a series of institutional system and mechanism reforms have been carried out in our country, among which the reform of compensation system of institutions started in 2006 is very important. This reform is represented by performance pay and has achieved certain results. Therefore, in 2009, the State Council put forward a comprehensive implementation of performance pay reform, according to the classification of three steps to gradually complete the reform of the income distribution system of institutions. Wenzhou, as one of the first 14 coastal cities in China to open to the outside world, belongs to the prefecture-level cities of Zhejiang Province and is also the economic and cultural center of southern Zhejiang. Also has the certain coastal city's representative. Focusing on the background of the reform of public institutions in our country, combining the progress of the performance wage reform of health institutions in Wenzhou City, based on the theoretical knowledge of performance pay, such as performance, incentive and salary, etc. In this paper, a public institution of Wenzhou health system is selected to analyze the content, process and result from the reform of performance pay to the implementation of performance pay. This paper focuses on the analysis and study of the current performance wage scheme, finds out the problems and shortcomings in the performance wage reform, and uses relevant theoretical knowledge to optimize the design on the basis of the original wage scheme of the case unit. Finally, a new performance wage scheme for case units is worked out, which provides a practical reference for the reform and implementation of performance pay in the full amount institutions with certain law enforcement functions in our country.
【学位授予单位】：江西农业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

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