大慶廣播電視大學績效與薪酬管理研究
發(fā)布時間：2018-11-25 16:14
【摘要】： 目前績效考核體系與薪酬設計工作在全球范圍內已經成為了組織人力資源管理的重點,受到管理者的重視,理論研究上也有長足進展。但以文教衛(wèi)生為代表的事業(yè)單位的績效考核體系與薪酬設計的理論研究還沒有引起足夠的重視。多年以來,多數事業(yè)單位按照政府機關的組織模式運作,在人事管理上也保留著深深的計劃經濟時代痕跡,所以多年來事業(yè)單位并沒有建立和形成具有自身特點的獨立的績效考核制度與薪酬體系的設計。隨著改革日趨深入,政事分開、事企分開,事業(yè)單位人事制度正逐步向聘任制和招聘制轉變,并實行優(yōu)勝劣汰、競爭上崗。那么如何在事業(yè)單位的改革中,建立起一套適合事業(yè)單位人力資源管理的績效考核與薪酬制度,發(fā)揮績效考核與薪酬制度在事業(yè)單位人力資源管理中的作用,使得事業(yè)單位的人力資源管理逐步向科學化、規(guī)范化方向發(fā)展,就成為一個迫切需要解決的問題,某種程度上也在制約和影響著事業(yè)單位改革的進程。 本文正是在這樣一個背景下,為適應事業(yè)單位改革和發(fā)展的需要,以本人所在的工作單位——大慶廣播電視大學這一點作為研究突破口,試圖幫助學校建立起一個全方位、多角度、立體化的績效管理考核體系和薪酬分配方案,減少管理者工作的主觀性,增加績效考核的客觀性、準確性。并把績效考核系統(tǒng)作為協調工具,推進職工行為的改變,給職工提供重要的信息反饋,從而達到激勵職工的目的。同時,以考評結果做為薪酬發(fā)放的依據,更好地保證薪酬分配的公平性,進而提高學校的整體工作效率。也希望總結和積累一點經驗和成果,對全市的事業(yè)單位改革能有所幫助。 論文首先從理論研究入手,分析和介紹了當前國內外最新的關于績效考核與薪酬設計的相關理論,如績效考核的目標、標準、理論方法、考核體系的建立、考核措施的實施與改進以及薪酬設計管理的理論及方法,結合自己多年的工作經歷和體會,介紹了大慶廣播電視大學績效考核的現狀、管理中存在的問題等,并分析了產生這些問題的原因。論文的重點是針對學校存在的問題提出了解決問題的對策,并從實際出發(fā),學習借鑒先進的理論和方法,為學校設計了具體的績效考核體系和薪酬體系。
[Abstract]:At present, the performance appraisal system and salary design have become the focus of human resource management in the world, and have been attached great importance to by managers, and the theoretical research has also made great progress. However, the theoretical research on performance appraisal system and salary design of institutions represented by culture, education and health has not attracted enough attention. Over the years, most public institutions have operated in accordance with the organizational model of government organs, and have also retained deep traces of the planned economy era in personnel management. So over the years, institutions have not established and formed their own characteristics of independent performance appraisal system and salary system design. With the deepening of the reform, the separation of government and business, the personnel system of institutions is gradually changing to the appointment system and recruitment system, and the survival of the fittest and competition for posts. So how to set up a set of performance appraisal and compensation system suitable for human resource management of institutions in the reform of institutions, so as to give play to the role of performance appraisal and compensation system in human resources management of institutions, It is an urgent problem to make the human resource management of institutions develop to the direction of science and standardization, and to some extent restrict and influence the process of reform of institutions. Under such a background, in order to meet the needs of the reform and development of public institutions, this paper takes my work unit, Daqing Radio and Television University, as the research breakthrough, and tries to help the school establish an all-round. The multi-angle and three-dimensional performance management appraisal system and salary distribution scheme reduce the subjectivity of the manager's work and increase the objectivity and accuracy of the performance appraisal. The performance appraisal system is used as a coordination tool to promote the change of workers' behavior and to provide important information feedback to the staff and workers so as to achieve the purpose of encouraging the staff and workers. At the same time, the evaluation result is taken as the basis of salary distribution to ensure the fairness of salary distribution and to improve the overall working efficiency of the school. Also hope to sum up and accumulate a little experience and achievements, the city's institutions can help reform. Starting with the theoretical research, this paper analyzes and introduces the latest theories about performance appraisal and salary design, such as the goal, standard, theory and method of performance appraisal, and the establishment of appraisal system. The implementation and improvement of assessment measures and the theory and method of salary design management, combined with their own work experience and experience for many years, this paper introduces the present situation of performance appraisal of Daqing Radio and Television University, and the problems existing in the management, etc. The causes of these problems are analyzed. The key point of the paper is to put forward the countermeasures to solve the problems existing in the school, and from the actual situation, to study and learn from the advanced theories and methods, and to design the concrete performance appraisal system and the salary system for the school.
【學位授予單位】：天津大學
【學位級別】：碩士
【學位授予年份】：2007
【分類號】：G728.8
本文編號：2356718
[Abstract]:At present, the performance appraisal system and salary design have become the focus of human resource management in the world, and have been attached great importance to by managers, and the theoretical research has also made great progress. However, the theoretical research on performance appraisal system and salary design of institutions represented by culture, education and health has not attracted enough attention. Over the years, most public institutions have operated in accordance with the organizational model of government organs, and have also retained deep traces of the planned economy era in personnel management. So over the years, institutions have not established and formed their own characteristics of independent performance appraisal system and salary system design. With the deepening of the reform, the separation of government and business, the personnel system of institutions is gradually changing to the appointment system and recruitment system, and the survival of the fittest and competition for posts. So how to set up a set of performance appraisal and compensation system suitable for human resource management of institutions in the reform of institutions, so as to give play to the role of performance appraisal and compensation system in human resources management of institutions, It is an urgent problem to make the human resource management of institutions develop to the direction of science and standardization, and to some extent restrict and influence the process of reform of institutions. Under such a background, in order to meet the needs of the reform and development of public institutions, this paper takes my work unit, Daqing Radio and Television University, as the research breakthrough, and tries to help the school establish an all-round. The multi-angle and three-dimensional performance management appraisal system and salary distribution scheme reduce the subjectivity of the manager's work and increase the objectivity and accuracy of the performance appraisal. The performance appraisal system is used as a coordination tool to promote the change of workers' behavior and to provide important information feedback to the staff and workers so as to achieve the purpose of encouraging the staff and workers. At the same time, the evaluation result is taken as the basis of salary distribution to ensure the fairness of salary distribution and to improve the overall working efficiency of the school. Also hope to sum up and accumulate a little experience and achievements, the city's institutions can help reform. Starting with the theoretical research, this paper analyzes and introduces the latest theories about performance appraisal and salary design, such as the goal, standard, theory and method of performance appraisal, and the establishment of appraisal system. The implementation and improvement of assessment measures and the theory and method of salary design management, combined with their own work experience and experience for many years, this paper introduces the present situation of performance appraisal of Daqing Radio and Television University, and the problems existing in the management, etc. The causes of these problems are analyzed. The key point of the paper is to put forward the countermeasures to solve the problems existing in the school, and from the actual situation, to study and learn from the advanced theories and methods, and to design the concrete performance appraisal system and the salary system for the school.
【學位授予單位】：天津大學
【學位級別】：碩士
【學位授予年份】：2007
【分類號】：G728.8
【引證文獻】
相關碩士學位論文 前1條
1 許建功;GK學院人力資源管理體系研究[D];天津大學;2010年
，本文編號：2356718
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