【摘要】：薪酬制度對(duì)于組織的發(fā)展重要性是顯而易見的,大部分的組織為了吸引和留住人才將薪酬放在首要的位置上。但是在我國(guó)的政府部門中,對(duì)于薪酬體系的建設(shè)并不像企業(yè)那么重視,存在諸多問題。隨著我國(guó)政治體制改革的推進(jìn)和2006年頒布《公務(wù)員法》的實(shí)施,我國(guó)政府開始意識(shí)到公務(wù)員薪酬制度建設(shè)的重要性。如何完善我國(guó)公務(wù)員薪酬制度建設(shè)不僅關(guān)系到我國(guó)公務(wù)員自身的經(jīng)濟(jì)利益,同時(shí)還影響到公共管理部門的服務(wù)質(zhì)量和工作效率。這對(duì)穩(wěn)定公務(wù)員隊(duì)伍,調(diào)動(dòng)公務(wù)員工作積極性有著極其重要的意義。 本文闡述了公務(wù)員薪酬制度的相關(guān)概念與基本理論,立足于我國(guó)公務(wù)員薪酬制度的現(xiàn)狀,對(duì)其存在的問題進(jìn)行全面的了解和深入的剖析,在借鑒國(guó)內(nèi)外理論成果的同時(shí),結(jié)合我國(guó)國(guó)情提出我國(guó)公務(wù)員薪酬制度引入寬帶薪酬的概念。根據(jù)對(duì)寬帶薪酬體系實(shí)施必然性與可能性的分析,總結(jié)出由于政府改革的勢(shì)在必行,而寬帶薪酬本身的特點(diǎn)使得其恰好能順應(yīng)改革的潮流,因此有其必然性。而且政府本身深化體制改革、構(gòu)建科學(xué)的績(jī)效考核體系、規(guī)范市場(chǎng)環(huán)境等做法也為寬帶薪酬的實(shí)施創(chuàng)造了可能性。 最后,本文提出我國(guó)公務(wù)員薪酬管理制度引入寬帶薪酬理論的基本思路：進(jìn)一步完善理性官僚制、建立有效的績(jī)效管理制度、對(duì)不同類型的公務(wù)員采取多軌制薪酬與寬帶薪酬相結(jié)合的策略以及以審慎的態(tài)度對(duì)待寬帶薪酬理論。寬帶薪酬模式并不是對(duì)以理想官僚制為基礎(chǔ)的職級(jí)工資制的全面否定和替代,而是一種需要多項(xiàng)前提條件的改進(jìn)。目前我國(guó)并不具備全面實(shí)行寬帶薪酬的條件,但是寬帶薪酬在我國(guó)公務(wù)員中的運(yùn)用,無(wú)疑是一個(gè)必然趨勢(shì)。
[Abstract]:The importance of salary system to the development of organization is obvious, most organizations put compensation at the top of the list in order to attract and retain talent. However, in the government departments of our country, the construction of salary system is not as important as that of enterprises, and there are many problems. With the promotion of the reform of the political system in our country and the implementation of the Civil Service Law promulgated in 2006, our government began to realize the importance of the construction of the civil service pay system. How to perfect the salary system of civil servants in China is not only related to the economic interests of civil servants themselves, but also affects the service quality and work efficiency of public administration departments. This is of great significance to stabilize the civil service and arouse the enthusiasm of civil servants. This paper expounds the related concepts and basic theories of the civil service pay system, based on the present situation of the civil service pay system in our country, makes a comprehensive understanding and in-depth analysis of its existing problems, and puts forward the concept of introducing broadband salary into the civil service pay system of our country while drawing lessons from the theoretical achievements at home and abroad. According to the analysis of the necessity and possibility of the implementation of broadband compensation system, it is concluded that because of the imperative of government reform, and the characteristics of broadband compensation itself make it just in line with the trend of reform, so it has its necessity. Moreover, the government itself deepens the system reform, constructs the scientific performance appraisal system, standardizes the market environment and so on has also created the possibility for the broadband salary implementation. Finally, this paper puts forward the basic ideas of introducing broadband salary theory into the civil service salary management system of our country: further perfecting the rational bureaucracy, establishing an effective performance management system, adopting the strategy of combining multi-track salary with broadband salary for different types of civil servants, and treating broadband compensation theory with caution. Broadband salary model is not a comprehensive negation and substitution of the grade wage system based on ideal bureaucracy, but an improvement of many prerequisites. At present, our country does not have the condition of carrying out broadband salary in an all-round way, but the application of broadband salary in civil servants of our country is undoubtedly an inevitable trend.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：D630.3

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