大庆广播电视大学绩效与薪酬管理研究
发布时间：2018-11-25 16:14
【摘要】： 目前绩效考核体系与薪酬设计工作在全球范围内已经成为了组织人力资源管理的重点,受到管理者的重视,理论研究上也有长足进展。但以文教卫生为代表的事业单位的绩效考核体系与薪酬设计的理论研究还没有引起足够的重视。多年以来,多数事业单位按照政府机关的组织模式运作,在人事管理上也保留着深深的计划经济时代痕迹,所以多年来事业单位并没有建立和形成具有自身特点的独立的绩效考核制度与薪酬体系的设计。随着改革日趋深入,政事分开、事企分开,事业单位人事制度正逐步向聘任制和招聘制转变,并实行优胜劣汰、竞争上岗。那么如何在事业单位的改革中,建立起一套适合事业单位人力资源管理的绩效考核与薪酬制度,发挥绩效考核与薪酬制度在事业单位人力资源管理中的作用,使得事业单位的人力资源管理逐步向科学化、规范化方向发展,就成为一个迫切需要解决的问题,某种程度上也在制约和影响着事业单位改革的进程。 本文正是在这样一个背景下,为适应事业单位改革和发展的需要,以本人所在的工作单位——大庆广播电视大学这一点作为研究突破口,试图帮助学校建立起一个全方位、多角度、立体化的绩效管理考核体系和薪酬分配方案,减少管理者工作的主观性,增加绩效考核的客观性、准确性。并把绩效考核系统作为协调工具,推进职工行为的改变,给职工提供重要的信息反馈,从而达到激励职工的目的。同时,以考评结果做为薪酬发放的依据,更好地保证薪酬分配的公平性,进而提高学校的整体工作效率。也希望总结和积累一点经验和成果,对全市的事业单位改革能有所帮助。 论文首先从理论研究入手,分析和介绍了当前国内外最新的关于绩效考核与薪酬设计的相关理论,如绩效考核的目标、标准、理论方法、考核体系的建立、考核措施的实施与改进以及薪酬设计管理的理论及方法,结合自己多年的工作经历和体会,介绍了大庆广播电视大学绩效考核的现状、管理中存在的问题等,并分析了产生这些问题的原因。论文的重点是针对学校存在的问题提出了解决问题的对策,并从实际出发,学习借鉴先进的理论和方法,为学校设计了具体的绩效考核体系和薪酬体系。
[Abstract]:At present, the performance appraisal system and salary design have become the focus of human resource management in the world, and have been attached great importance to by managers, and the theoretical research has also made great progress. However, the theoretical research on performance appraisal system and salary design of institutions represented by culture, education and health has not attracted enough attention. Over the years, most public institutions have operated in accordance with the organizational model of government organs, and have also retained deep traces of the planned economy era in personnel management. So over the years, institutions have not established and formed their own characteristics of independent performance appraisal system and salary system design. With the deepening of the reform, the separation of government and business, the personnel system of institutions is gradually changing to the appointment system and recruitment system, and the survival of the fittest and competition for posts. So how to set up a set of performance appraisal and compensation system suitable for human resource management of institutions in the reform of institutions, so as to give play to the role of performance appraisal and compensation system in human resources management of institutions, It is an urgent problem to make the human resource management of institutions develop to the direction of science and standardization, and to some extent restrict and influence the process of reform of institutions. Under such a background, in order to meet the needs of the reform and development of public institutions, this paper takes my work unit, Daqing Radio and Television University, as the research breakthrough, and tries to help the school establish an all-round. The multi-angle and three-dimensional performance management appraisal system and salary distribution scheme reduce the subjectivity of the manager's work and increase the objectivity and accuracy of the performance appraisal. The performance appraisal system is used as a coordination tool to promote the change of workers' behavior and to provide important information feedback to the staff and workers so as to achieve the purpose of encouraging the staff and workers. At the same time, the evaluation result is taken as the basis of salary distribution to ensure the fairness of salary distribution and to improve the overall working efficiency of the school. Also hope to sum up and accumulate a little experience and achievements, the city's institutions can help reform. Starting with the theoretical research, this paper analyzes and introduces the latest theories about performance appraisal and salary design, such as the goal, standard, theory and method of performance appraisal, and the establishment of appraisal system. The implementation and improvement of assessment measures and the theory and method of salary design management, combined with their own work experience and experience for many years, this paper introduces the present situation of performance appraisal of Daqing Radio and Television University, and the problems existing in the management, etc. The causes of these problems are analyzed. The key point of the paper is to put forward the countermeasures to solve the problems existing in the school, and from the actual situation, to study and learn from the advanced theories and methods, and to design the concrete performance appraisal system and the salary system for the school.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2007
【分类号】：G728.8
本文编号：2356718
[Abstract]:At present, the performance appraisal system and salary design have become the focus of human resource management in the world, and have been attached great importance to by managers, and the theoretical research has also made great progress. However, the theoretical research on performance appraisal system and salary design of institutions represented by culture, education and health has not attracted enough attention. Over the years, most public institutions have operated in accordance with the organizational model of government organs, and have also retained deep traces of the planned economy era in personnel management. So over the years, institutions have not established and formed their own characteristics of independent performance appraisal system and salary system design. With the deepening of the reform, the separation of government and business, the personnel system of institutions is gradually changing to the appointment system and recruitment system, and the survival of the fittest and competition for posts. So how to set up a set of performance appraisal and compensation system suitable for human resource management of institutions in the reform of institutions, so as to give play to the role of performance appraisal and compensation system in human resources management of institutions, It is an urgent problem to make the human resource management of institutions develop to the direction of science and standardization, and to some extent restrict and influence the process of reform of institutions. Under such a background, in order to meet the needs of the reform and development of public institutions, this paper takes my work unit, Daqing Radio and Television University, as the research breakthrough, and tries to help the school establish an all-round. The multi-angle and three-dimensional performance management appraisal system and salary distribution scheme reduce the subjectivity of the manager's work and increase the objectivity and accuracy of the performance appraisal. The performance appraisal system is used as a coordination tool to promote the change of workers' behavior and to provide important information feedback to the staff and workers so as to achieve the purpose of encouraging the staff and workers. At the same time, the evaluation result is taken as the basis of salary distribution to ensure the fairness of salary distribution and to improve the overall working efficiency of the school. Also hope to sum up and accumulate a little experience and achievements, the city's institutions can help reform. Starting with the theoretical research, this paper analyzes and introduces the latest theories about performance appraisal and salary design, such as the goal, standard, theory and method of performance appraisal, and the establishment of appraisal system. The implementation and improvement of assessment measures and the theory and method of salary design management, combined with their own work experience and experience for many years, this paper introduces the present situation of performance appraisal of Daqing Radio and Television University, and the problems existing in the management, etc. The causes of these problems are analyzed. The key point of the paper is to put forward the countermeasures to solve the problems existing in the school, and from the actual situation, to study and learn from the advanced theories and methods, and to design the concrete performance appraisal system and the salary system for the school.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2007
【分类号】：G728.8
【引证文献】
相关硕士学位论文 前1条
1 许建功;GK学院人力资源管理体系研究[D];天津大学;2010年
，本文编号：2356718
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