本文選題：公務員　切入點：薪酬機制　出處：《對外經(jīng)濟貿(mào)易大學》2017年碩士論文　論文類型：學位論文

【摘要】：就目前情況來看,中國公務員存在人才流失、工作積極性不高、工作效率低下以及同工不同酬等問題,究其原因主要是因為中國公務員的薪酬機制構(gòu)架存在問題,很多地區(qū)公務員的薪酬構(gòu)建不僅內(nèi)部沒有激勵性,而且外部沒有競爭性,這就導致上述問題的存在。本文對中國公務員的薪酬激勵機制進行分析和探究,探討建立全面的薪酬激勵機制,這不僅有助于提升公務員的工作效率,而且是高效實現(xiàn)政府職能的重要手段。本文在對公務員薪酬激勵機制探討的同時,參考了2006年新公務員法,對目前現(xiàn)行的公務員的薪酬組成進行了總結(jié)和分析。具體來說,中國公務員的薪酬主要由三個部分組成,即日常工資、福利和保險。對中國公務員薪酬激勵機制的現(xiàn)狀進行總結(jié),并分析了中國公務員薪酬激勵機制存在的問題,同時介紹了部分發(fā)達國家公務員的薪酬機制,在分析發(fā)達國家公務員薪酬機制的基礎上總結(jié)了先進的管理經(jīng)驗,即建立與崗位相匹配的薪酬制度、合理設置薪酬管理體系、建立專門的公務員薪酬管理法規(guī)等等。同時筆者認為在中國公務員薪酬激勵機制改革中加入績效薪酬、寬帶薪酬和能力薪酬體制等也是非常有必要的。本文對中國公務員薪酬激勵機制的現(xiàn)狀進行了分析,并詳細介紹了國外先進管理模式的探討。本文從思想層面、機制設計層面、機制實施層面進行分析,提出了完善中國公務員薪酬激勵機制的對策,即加強公務員思想觀念的轉(zhuǎn)變、完善薪酬管理體系、建立全面的薪酬管理法規(guī)和建立相應的監(jiān)管機制。完善中國公務員薪酬激勵機制對于提升公務員的工作積極性,促進工作效果的提升有重要意義。我們應該大膽改革,完善相關(guān)的管理體制,建立全面的激勵措施。公務員的薪酬機制改革不是一蹴而就的,它涉及到國家單位管理的眾多方面,薪酬激勵機制改革是一項復雜的工作,不僅需要政府人員的努力,還需要社會、公務員以及大眾的共同支持和努力。
[Abstract]:As far as the present situation is concerned, Chinese civil servants have problems such as brain drain, low enthusiasm for work, low working efficiency and different pay for equal work. The main reason is that there are problems in the framework of the salary mechanism of Chinese civil servants. The salary construction of civil servants in many areas not only has no internal incentive, but also has no external competition, which leads to the existence of the above problems. This paper analyzes and explores the salary incentive mechanism of Chinese civil servants. This paper discusses the establishment of a comprehensive salary incentive mechanism, which is not only helpful to improve the efficiency of civil servants, but also an important means to effectively realize the functions of the government. Referring to the new civil servant law of 2006, the paper summarizes and analyzes the current civil servant's salary composition. Specifically, the Chinese civil servant's salary mainly consists of three parts, that is, the daily salary. Welfare and Insurance. This paper summarizes the current situation of the civil servants' salary incentive mechanism in China, analyzes the problems existing in the system, and introduces the civil servants' salary mechanism in some developed countries. On the basis of analyzing the civil servant pay mechanism in developed countries, the paper summarizes the advanced management experience, that is, establishing the salary system matching with the post, setting up the salary management system reasonably, At the same time, the author thinks that the performance pay should be added to the reform of the civil service incentive mechanism in China. This paper analyzes the current situation of the salary incentive mechanism of Chinese civil servants, and introduces the advanced management mode of foreign countries in detail. Based on the analysis of the mechanism, the paper puts forward the countermeasures to perfect the salary incentive mechanism of Chinese civil servants, that is, to strengthen the transformation of civil servants' ideas and ideas, and to perfect the salary management system. The establishment of comprehensive salary management laws and regulations and the establishment of corresponding regulatory mechanisms. To improve the civil service incentive mechanism is important to enhance the enthusiasm of civil servants and promote the effectiveness of the work. We should be bold in reform, The reform of civil servant's salary mechanism is not accomplished overnight, it involves many aspects of national unit management, and the reform of salary incentive mechanism is a complicated work. It needs not only the efforts of government personnel, but also the support and efforts of society, civil servants and the public.
【學位授予單位】：對外經(jīng)濟貿(mào)易大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：D630.3

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