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浙江省高�?�(jī)效工資改革探析

發(fā)布時(shí)間:2018-11-22 16:14
【摘要】:繼2006年的事業(yè)單位崗位績(jī)效工資改革后,2010年中國(guó)普通高等學(xué)校及其他事業(yè)單位又開啟了績(jī)效工資改革的進(jìn)程。高�?�(jī)效工資制度的實(shí)施,有利于高校形成完善的分配激勵(lì)機(jī)制和人力資源管理模式,有利于調(diào)動(dòng)高校教師的工作積極性和創(chuàng)造性,有利于高校培養(yǎng)人才、科學(xué)研究、服務(wù)社會(huì)職能的充分發(fā)揮;同時(shí)也對(duì)高校教師原有的薪酬體系和薪酬水平也產(chǎn)生了重要而深刻的影響:一方面,績(jī)效工資制度的實(shí)施將使高校原有的人事管理制度和薪酬制度發(fā)生深刻的變革,對(duì)高校人才培養(yǎng)、師資隊(duì)伍建設(shè)、科研成果的產(chǎn)出、高校可持續(xù)發(fā)展等方面產(chǎn)生積極地推動(dòng)作用;另一方面,由于高校績(jī)效工資制度推行時(shí)間較短,實(shí)施過程中暴露出不少問題和缺陷,造成制度實(shí)行的阻力較大、進(jìn)程緩慢。因此,為了使高�?�(jī)效工資改革的效果能夠順利實(shí)現(xiàn),需要我們對(duì)績(jī)效工資改革中現(xiàn)的問題和難點(diǎn)進(jìn)行逐漸完善和解決。 由此,本文選擇對(duì)浙江省高�?�(jī)效工資改革現(xiàn)狀進(jìn)行研究分析,希望能夠通過這次研究,見微知著,整理出當(dāng)前高校績(jī)效工資改革中存在的問題和障礙,并找出這些問題產(chǎn)生的原因,提出相應(yīng)對(duì)策,使高�?�(jī)效工資改革能夠順利實(shí)施,并達(dá)到預(yù)期效果,在促進(jìn)高校發(fā)展的同時(shí)也能促進(jìn)高校教師的發(fā)展,最終實(shí)現(xiàn)高校和教師的雙贏。
[Abstract]:After the performance wage reform of public institutions in 2006, the process of performance wage reform was initiated in 2010 in Chinese universities and other institutions. The implementation of the performance wage system in colleges and universities is conducive to the formation of a perfect distribution incentive mechanism and human resource management model, to the mobilization of the enthusiasm and creativity of university teachers, to the cultivation of talents in colleges and universities, and to scientific research. Giving full play to the social function of service; At the same time, it also has an important and profound impact on the original salary system and salary level of university teachers. On the one hand, the implementation of the performance pay system will make the original personnel management system and salary system of colleges and universities undergo profound changes. It plays a positive role in the cultivation of talents, the construction of teachers, the output of scientific research achievements and the sustainable development of colleges and universities. On the other hand, due to the short time of implementation of the performance pay system in colleges and universities, many problems and defects are exposed in the implementation process, which results in great resistance to the implementation of the system and slow progress. Therefore, in order to make the effect of the performance wage reform in colleges and universities to be realized smoothly, we need to gradually improve and solve the problems and difficulties in the performance pay reform. Therefore, this paper chooses to study and analyze the current situation of performance wage reform in Zhejiang Province, hoping to find out the problems and obstacles existing in the performance wage reform of colleges and universities through this study. And find out the causes of these problems, put forward the corresponding countermeasures, so that the performance pay reform can be carried out smoothly, and achieve the desired results, promote the development of colleges and universities, but also promote the development of university teachers. Finally, the university and teachers to achieve a win-win.
【學(xué)位授予單位】:南昌大學(xué)
【學(xué)位級(jí)別】:碩士
【學(xué)位授予年份】:2013
【分類號(hào)】:G647.5

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