本文關(guān)鍵詞：基于績效評價的高校績效工資分配方案設(shè)計研究　出處：《西南交通大學》2013年碩士論文　論文類型：學位論文

  更多相關(guān)文章： 高校教職員工 績效工資 績效評價 層次分析法 績效工資分配

【摘要】：2006年,包括高校在內(nèi)的我國事業(yè)單位開始實施崗位績效工資制度,此次績效工資制度改革既是我國高校發(fā)展的機遇也是一次挑戰(zhàn)。如何將廣泛應(yīng)用于企業(yè)中的績效工資制合理地“嫁接”到高校的薪酬體系中,是實施崗位績效工資制度改革過程中迫切需要解決的難題。 為此,本文對我國高校薪酬制度的歷史沿革以及相關(guān)的文獻資料進行了回顧和研究,并總結(jié)出了我國高校薪酬制度設(shè)計和實施過程中存在的問題和局限。針對這些問題,本文提出了基于績效評價的高�？冃ЧべY分配方案,該方案的核心是根據(jù)績效評價結(jié)果對高校績效工資進行分配。因此,本文首先構(gòu)建了一套由績效評價對象、評價指標、評價標準、評價方法、評價主體構(gòu)成的績效評價體系,并將之運用到高校教職員工的績效評價中,得出各類教職員工的績效評價結(jié)果。最后,根據(jù)績效評價結(jié)果來設(shè)計績效工資分配方案。在設(shè)計績效工資分配方案的過程中,本文采用“雙層次”的績效工資分配模式,即學校根據(jù)各院系部處績效工資分配權(quán)重對績效工資總額進行初次分配,在第一次分配結(jié)束后,各院系部處再根據(jù)教職員工的績效評價結(jié)果及職務(wù)等級,對績效工資進行第二次分配。每一層次的績效工資分配都與績效評價結(jié)果緊密聯(lián)系,確保了績效工資分配方案的公平性和科學性。 本文用整體、系統(tǒng)的觀點對高校各類教職人員的績效評價體系進行研究,將績效評價的各個環(huán)節(jié)進行有效整合,使之更加科學合理,并在績效評價的基礎(chǔ)上設(shè)計績效工資的分配方案,該方案為各高校的績效工資改革提供了一個參考。
[Abstract]:In 2006, institutions in China, including colleges and universities, began to implement the post performance pay system. The reform of the performance pay system is both an opportunity and a challenge for the development of colleges and universities in China. How to "graft" the performance pay system which is widely used in enterprises into the salary system of colleges and universities. It is an urgent problem to be solved in the process of implementing the reform of post performance wage system. Therefore, this paper reviews and studies the historical evolution and related literature of the salary system in colleges and universities in China. And summarizes the problems and limitations in the process of designing and implementing the compensation system in colleges and universities in China. In view of these problems, this paper puts forward the performance salary allocation scheme based on performance evaluation. The core of the scheme is to allocate the performance salary according to the results of performance evaluation. Therefore, this paper first constructs a set of performance evaluation objects, evaluation indicators, evaluation criteria, evaluation methods. Evaluation of the main body of the performance evaluation system, and apply it to the performance evaluation of staff in colleges and universities, and get the results of performance evaluation of all kinds of teaching staff. Finally. According to the results of performance evaluation to design the performance wage distribution scheme. In the process of designing the performance wage distribution scheme, this paper adopts the performance wage distribution model of "double level". That is the school according to the departments and departments of the performance pay distribution weight for the initial distribution of the total performance pay in the first allocation after the end of the departments and departments according to the results of the performance evaluation of staff and job grades. The performance wage allocation is closely related to the results of performance evaluation, which ensures the fairness and scientific nature of the performance wage allocation scheme. This paper studies the performance evaluation system of various teaching staff in colleges and universities from the perspective of the whole and the system, and effectively integrates the various aspects of performance evaluation to make it more scientific and reasonable. On the basis of performance evaluation, the paper designs the distribution scheme of performance pay, which provides a reference for the reform of performance pay in colleges and universities.
【學位授予單位】：西南交通大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G647.2

【引證文獻】

相關(guān)期刊論文 前1條

1 吳靜芬;;高�？冃ЧべY體系構(gòu)建的基本導向[J];人力資源管理;2015年08期

相關(guān)碩士學位論文 前2條

1 楊海波;A高校二級學院績效工資制度研究[D];武漢工程大學;2015年

2 孫亮;S高校行政管理人員績效工資的公平性研究[D];昆明理工大學;2014年

，

本文編號：1413286