高校绩效工资制度实施现状与对策研究

发布时间：2018-11-25 12:43

【摘要】：为适应我国事业单位改革要求，响应党的十六大和十六届三中全会收入分配制度改革精神，我国高校作为事业单位主要组成部分，首先从2006年7月1日起，逐步开展了符合自身特点，体现岗位绩效和分级分类管理的收入分配制度改革，开始推行岗位绩效工资制度。三年后，国务院常务会议的决定，自2010年1月1日起，普通高等学校开始实施绩效工资制度。高校绩效工资制度的执行，对国家高等教育事业的健康快速发展和全国120多万名高校教职员工的工资结构和收入水平产生了重要的影响：一方面，绩效工资制度对高校人力资源管理理念和体制带来了深刻的变革，调动了广大教职员工的积极性和创造性，对高校师资队伍建设、人才培养、教学科研产出，推动高校教学科研事业发展等方面产生了重要作用；另一方面，，由于制度自身缺陷以及制度实践运行阻力较大，当前高校教师薪酬分配仍存在很多亟需解决的问题，在一定程度上影响到绩效工资制度预期效果的实现。因此，对高校推行绩效工资制度的实际状况进行调查，理清当前高校绩效工资制度推行中存在的问题，找到产生这些问题的原因，并提出有针对性的解决措施，是一个现实而紧迫的问题，同时也是本研究孜孜以求的目标。本文在文献梳理的基础上，深入剖析了绩效工资制度的内涵与外延，并根据时间线索回顾了我国高校的工资制度的整个演化过程，将其划分为三个阶段：计划经济时期（1949-1978），行政导向的等级工资制度；改革开放初期（1979-2006），职位导向的等级工资制度；改革纵深时期（2006-至今），业绩导向的绩效工资制度。在此基础上，重点分析了当前高校绩效工资制度存在的几个主要问题：一是水平较低，差异较大；二是目标不明确，基础不扎实；三是标准不科学，重心不突出；四是考核行政化，结果显异化。通过分析发现产生这些问题的原因在于：首先、各地经济发展水平不一，财政支付能力不足；其次、高校、学院、学科和教师本身核心竞争力不同；再次高校人力资源支撑战略滞后；最后、高校职能的无形性和长期性。最后在对比分析了美、英、德等发达国家高校绩效工资制度的成败得失的基础上，提出推进我国高校绩效工资制度实施的对策：一是政府对高校的财政拨款与高校的业绩挂钩；二是战略导向，科学配置高校的部门与岗位；三是绩效导向，完善高校的绩效考核制度。
[Abstract]:In order to meet the requirements of the reform of public institutions in China, and in response to the spirit of the reform of the income distribution system of the 16th National Congress of the Communist Party of China and the third Plenary session of the 16th CPC Central Committee, Chinese universities, as the main components of public institutions, first began from July 1, 2006. The reform of income distribution system, which accords with its own characteristics and reflects the post performance and classified management, has been carried out step by step, and the post performance wage system has been implemented. Three years later, the executive meeting of the State Council decided that since January 1, 2010, institutions of higher learning began to implement the performance pay system. The implementation of the performance pay system in colleges and universities has had an important impact on the healthy and rapid development of national higher education and the wage structure and income level of more than 1.2 million teaching staff in colleges and universities throughout the country: on the one hand, The performance wage system has brought profound changes to the concept and system of human resources management in colleges and universities, has aroused the enthusiasm and creativity of the teaching staff, and has contributed to the construction of teachers, the cultivation of talents, the production of teaching and scientific research in colleges and universities. It has played an important role in promoting the development of teaching and scientific research in colleges and universities. On the other hand, due to the defects of the system itself and the great resistance to the practice of the system, there are still many problems that need to be solved in the distribution of teachers' salaries in colleges and universities, which to a certain extent affect the realization of the expected effect of the performance pay system. Therefore, this paper investigates the actual situation of implementing the performance wage system in colleges and universities, clarifies the existing problems in the implementation of the performance pay system in colleges and universities, finds out the causes of these problems, and puts forward some targeted measures to solve these problems. It is a realistic and urgent problem, and it is also the goal of this study. On the basis of combing the literature, this paper deeply analyzes the connotation and extension of the performance pay system, and reviews the whole evolution process of the wage system in colleges and universities of our country according to the time clue. It is divided into three stages: the planned economy period (1949-1978), the administrative guidance of the hierarchical wage system; In the early stage of reform and opening up (1979-2006), the position oriented hierarchical wage system and the performance-oriented performance wage system in the deep period of reform and opening up (2006-present). On this basis, this paper analyzes the main problems existing in the current performance wage system in colleges and universities: first, the level is low, the difference is large; second, the goal is not clear, the foundation is not solid, the third is the standard is not scientific, the center of gravity is not prominent; Fourth, the assessment of the administrative, the results of alienation. The reasons for these problems are as follows: first, the level of economic development is different, and the ability to pay is insufficient; secondly, the core competitiveness of universities, colleges, disciplines and teachers themselves is different. Again, the human resources support strategy lags behind; finally, the function of colleges and universities is invisible and long-term. Finally, on the basis of comparative analysis of the success or failure of the performance wage system in the developed countries, such as the United States, Britain and Germany, the author puts forward the countermeasures to promote the implementation of the performance wage system in our country: first, the government's financial allocation to universities is linked to the performance of colleges and universities; The second is strategic orientation, the scientific allocation of departments and posts in colleges and universities, and the third is performance orientation to perfect the performance appraisal system of colleges and universities.
【学位授予单位】：东北师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

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