發(fā)布時(shí)間：2018-05-24 16:13

  本文選題：公共部門 + 公務(wù)員　； 參考：《北京交通大學(xué)》2015年碩士論文

【摘要】：公共部門是保證國(guó)家正常運(yùn)行的國(guó)家機(jī)器,公務(wù)人員作為國(guó)家機(jī)器的操作者,在整個(gè)行政系統(tǒng)中處于十分重要的地位,一套有效的留住人才、利用人才、管理人才的激勵(lì)機(jī)制尤其重要,薪酬激勵(lì)作為激勵(lì)方式中最普遍、最主要的手段,在公共部門人力資源管理中具有舉足輕重的地位。然而我國(guó)現(xiàn)行的公共部門薪酬激勵(lì)機(jī)制并不太盡人意,沒有發(fā)揮應(yīng)有的作用,因此需要提出一套更符合現(xiàn)階段中國(guó)國(guó)情的公共部門薪酬激勵(lì)機(jī)制。 本文將通過文獻(xiàn)研究法、對(duì)比研究法、歸納研究法、調(diào)查問卷法等相關(guān)研究方法,以北京市H部門為調(diào)查對(duì)象,從公務(wù)員薪酬激勵(lì)機(jī)制的基本概念入手,論證分析薪酬對(duì)公務(wù)員激勵(lì)機(jī)制的影響,并找出現(xiàn)行公務(wù)員薪酬激勵(lì)機(jī)制存在的問題,現(xiàn)行的薪酬制度在結(jié)構(gòu)上主要與公務(wù)員的職務(wù)直接掛鉤,而作為基層公務(wù)員受職位限制等因素的影響,職務(wù)晉升有限,工資待遇增長(zhǎng)緩慢,工資與工作內(nèi)容和職位不匹配、工資存在公平性差異、激勵(lì)方式單一等問題,通過借鑒國(guó)外公共部門薪酬激勵(lì)經(jīng)驗(yàn)并結(jié)合我國(guó)國(guó)情,嘗試提出適用于北京市H部門的薪酬激勵(lì)機(jī)制。 激勵(lì)是政府及其部門人力資源管理的核心,是提高公務(wù)員勞動(dòng)效率、管理水平和部門競(jìng)爭(zhēng)力的關(guān)鍵因素；薪酬激勵(lì)作為激勵(lì)方式中最普遍、最主要的手段要發(fā)揮其應(yīng)有的作用,需要建立在薪酬結(jié)構(gòu)科學(xué)合理的基礎(chǔ)上,薪酬結(jié)構(gòu)的合理可以通過薪酬中工資、獎(jiǎng)金和福利三要素的比例合理確定、薪酬寬帶化、薪酬貨幣化來實(shí)現(xiàn),此外還可以通過薪酬市場(chǎng)化調(diào)節(jié)薪酬水平實(shí)現(xiàn)薪酬晉升、通過崗位職位細(xì)致化、重視績(jī)效等實(shí)現(xiàn)薪酬公平,同時(shí)再配以激勵(lì)文化、考核體系、監(jiān)督體系等薪酬制度保障條件,形成科學(xué)有效的薪酬制度體系。
[Abstract]:The public sector is the state machine that guarantees the normal operation of the state. As the operators of the state machinery, public servants are in a very important position in the entire administrative system. The incentive mechanism of management talents is especially important. As the most common and main means of incentive, salary incentive plays an important role in the management of human resources in public sector. However, the current public sector compensation incentive mechanism in China is not satisfactory and has not played its due role. Therefore, it is necessary to put forward a set of public sector compensation incentive mechanism which is more suitable for the current situation of China. Through literature research, comparative research, inductive research, questionnaire and other related research methods, this paper starts with the basic concept of civil servant compensation incentive mechanism, taking H department of Beijing as the object of investigation. This paper analyzes the influence of salary on the incentive mechanism of civil servants, and finds out the problems existing in the incentive mechanism of civil servants. The structure of the current compensation system is mainly directly linked with the position of civil servants. As a basic civil servant affected by the limitation of position, the promotion of the post is limited, the salary increases slowly, the salary does not match with the content and position of the job, the wage has the equity difference, the incentive way is single, and so on. Based on the experience of public sector compensation incentive in foreign countries and the situation of our country, this paper tries to put forward a compensation incentive mechanism suitable for H department in Beijing. Incentive is the core of human resource management of government and its departments, and it is the key factor to improve the labor efficiency, management level and department competitiveness of civil servants. As the most common incentive way, the most important means should play its due role. It needs to be established on the basis of scientific and reasonable salary structure. The reasonable salary structure can be realized through the reasonable proportion of salary, bonus and welfare, the broadband salary, the monetization of salary. In addition, salary promotion can be realized through market-oriented adjustment of compensation level, compensation fairness can be realized through post meticulous, pay attention to performance and so on. Meanwhile, compensation system security conditions such as incentive culture, examination system, supervision system and so on can be matched. Form a scientific and effective compensation system.
【學(xué)位授予單位】：北京交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：D630.3

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本文編號(hào)：1929731