本文關(guān)鍵詞：基于績(jī)效評(píng)價(jià)的高校績(jī)效工資分配方案設(shè)計(jì)研究　出處：《西南交通大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 高校教職員工 績(jī)效工資 績(jī)效評(píng)價(jià) 層次分析法 績(jī)效工資分配

【摘要】：2006年,包括高校在內(nèi)的我國(guó)事業(yè)單位開始實(shí)施崗位績(jī)效工資制度,此次績(jī)效工資制度改革既是我國(guó)高校發(fā)展的機(jī)遇也是一次挑戰(zhàn)。如何將廣泛應(yīng)用于企業(yè)中的績(jī)效工資制合理地“嫁接”到高校的薪酬體系中,是實(shí)施崗位績(jī)效工資制度改革過程中迫切需要解決的難題。 為此,本文對(duì)我國(guó)高校薪酬制度的歷史沿革以及相關(guān)的文獻(xiàn)資料進(jìn)行了回顧和研究,并總結(jié)出了我國(guó)高校薪酬制度設(shè)計(jì)和實(shí)施過程中存在的問題和局限。針對(duì)這些問題,本文提出了基于績(jī)效評(píng)價(jià)的高�？�(jī)效工資分配方案,該方案的核心是根據(jù)績(jī)效評(píng)價(jià)結(jié)果對(duì)高�？�(jī)效工資進(jìn)行分配。因此,本文首先構(gòu)建了一套由績(jī)效評(píng)價(jià)對(duì)象、評(píng)價(jià)指標(biāo)、評(píng)價(jià)標(biāo)準(zhǔn)、評(píng)價(jià)方法、評(píng)價(jià)主體構(gòu)成的績(jī)效評(píng)價(jià)體系,并將之運(yùn)用到高校教職員工的績(jī)效評(píng)價(jià)中,得出各類教職員工的績(jī)效評(píng)價(jià)結(jié)果。最后,根據(jù)績(jī)效評(píng)價(jià)結(jié)果來設(shè)計(jì)績(jī)效工資分配方案。在設(shè)計(jì)績(jī)效工資分配方案的過程中,本文采用“雙層次”的績(jī)效工資分配模式,即學(xué)校根據(jù)各院系部處績(jī)效工資分配權(quán)重對(duì)績(jī)效工資總額進(jìn)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(jī)效評(píng)價(jià)結(jié)果及職務(wù)等級(jí),對(duì)績(jī)效工資進(jìn)行第二次分配。每一層次的績(jī)效工資分配都與績(jī)效評(píng)價(jià)結(jié)果緊密聯(lián)系,確保了績(jī)效工資分配方案的公平性和科學(xué)性。 本文用整體、系統(tǒng)的觀點(diǎn)對(duì)高校各類教職人員的績(jī)效評(píng)價(jià)體系進(jìn)行研究,將績(jī)效評(píng)價(jià)的各個(gè)環(huán)節(jié)進(jìn)行有效整合,使之更加科學(xué)合理,并在績(jī)效評(píng)價(jià)的基礎(chǔ)上設(shè)計(jì)績(jī)效工資的分配方案,該方案為各高校的績(jī)效工資改革提供了一個(gè)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(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.2

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 吳靜芬;;高�？�(jī)效工資體系構(gòu)建的基本導(dǎo)向[J];人力資源管理;2015年08期

相關(guān)碩士學(xué)位論文 前2條

1 楊海波;A高校二級(jí)學(xué)院績(jī)效工資制度研究[D];武漢工程大學(xué);2015年

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

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本文編號(hào)：1413286