本文選題：薪酬管理 + 縱橫比較　； 參考：《中國行政管理》2017年04期

【摘要】：2015年末,我國機關事業(yè)單位工作人員的工資制度經歷一輪變革,在工資調整方案塵埃落定、限期到位的同時,制度的頂層設計和未來的發(fā)展走向仍然有待健全與引導。為了推動我國機關事業(yè)單位公職人員形成合理的收入水準及優(yōu)化的內在結構,本研究通過OECD國家公職人員內部不同職級的縱向比較,公職人員與接受過高等教育的私營部門普通雇員薪酬的橫向比較,在這兩個維度基礎上探究我國公職人員工資譜系構建的依據,初步得出不同職級公務員之間應建立合理的收入差序結構、整套薪酬體系應形成科學合理的內部結構、公務員薪資與市場工資價位間需建立恰當的對應關系、公務員工資制度理應天然地包含增長機制、推動成立多方參與和相互制衡的外部管理體系等五條建議。
[Abstract]:At the end of 2015, the salary system of the staff of the government and institutions in our country has undergone a round of reform. When the salary adjustment scheme is settled and the deadline is in place, the top level design of the system and the development trend in the future still need to be perfected and guided. In order to promote the formation of reasonable income level and optimized internal structure for public officials of government and institutions in China, this study is based on the vertical comparison of different ranks within OECD national public officials. The horizontal comparison between the salaries of public officials and private sector employees who have received higher education, on the basis of these two dimensions, explores the basis for the construction of the salary pedigree of public officials in China. It is preliminarily concluded that a reasonable structure of income difference should be established among civil servants of different ranks, the whole salary system should form a scientific and reasonable internal structure, and a proper corresponding relationship between civil servants' salary and market wage price should be established. The civil service salary system should naturally contain five suggestions, such as growth mechanism and external management system with multiple participation and mutual checks and balances.
【作者單位】： 上海市公共行政與人力資源研究所;
【基金】：上海市人民政府決策咨詢課題“深化政府系統(tǒng)運行目標管理研究”(編號:2016-Z-15)
【分類號】：D630.3

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本文編號：1848740