【摘要】：改革開(kāi)放以來(lái),我國(guó)經(jīng)濟(jì)社會(huì)迅速發(fā)展,伴隨著經(jīng)濟(jì)發(fā)展的同時(shí)物價(jià)也在上漲,住房、醫(yī)療、教育的成本越來(lái)越高。但是縣級(jí)以下公務(wù)員的薪酬收入水平較低,增幅過(guò)慢,地區(qū)與部門之間差距過(guò)大,這種情況造成了縣級(jí)以下公務(wù)員對(duì)薪酬滿意度低、工作懶散、效率低下和人才流失嚴(yán)重之類的問(wèn)題出現(xiàn)�？h級(jí)以下公務(wù)員直接決定著中國(guó)改變政府職能,建設(shè)服務(wù)型政府的成敗。因?yàn)樗麄冎苯訛槿嗣袢罕娞峁┓⻊?wù),他們的工作能力和個(gè)人素質(zhì)高低也直接影響著政府部門形象和公共服務(wù)質(zhì)量好壞。薪酬激勵(lì)是激勵(lì)公務(wù)員提高工作主動(dòng)性、積極性中最直接有效的方式�？茖W(xué)完備的公務(wù)員薪酬體系,是保證公務(wù)員隊(duì)伍健康穩(wěn)定、高效廉潔的必要條件,對(duì)我國(guó)政府的行政行為和國(guó)民經(jīng)濟(jì)的優(yōu)化起著十分重要的作用。因此,優(yōu)化現(xiàn)有的公務(wù)員薪酬體系顯得尤為重要。本文以河南省盧氏縣為例,結(jié)合人力資源管理中有關(guān)薪酬方面的相關(guān)理論和我國(guó)公務(wù)員制度的發(fā)展歷程,在研究國(guó)外發(fā)達(dá)國(guó)家的薪酬體系的基礎(chǔ)上,采取實(shí)地調(diào)研、問(wèn)卷調(diào)查、數(shù)據(jù)分析等方法對(duì)盧氏縣公務(wù)員的薪酬現(xiàn)狀進(jìn)行了分析。得出,盧氏縣公務(wù)員的薪酬體系存在:薪酬滿意度低,收入差距大;激勵(lì)作用不明顯,考核流于形式;晉升空間狹小,人才流失嚴(yán)重等急需解決的問(wèn)題。隨后在剖析了盧氏縣公務(wù)員薪酬制度面臨問(wèn)題的原因后,結(jié)合人力資源管理的理論基礎(chǔ)和國(guó)外先進(jìn)的薪酬體系帶來(lái)的啟示,提出從加快法制化建設(shè)、科學(xué)設(shè)計(jì)薪酬結(jié)構(gòu),形成靈活的薪酬體系,進(jìn)行工資調(diào)查,完善薪酬調(diào)整機(jī)制,推進(jìn)薪酬公開(kāi)化、透明化六個(gè)方面來(lái)指導(dǎo)優(yōu)化我國(guó)縣級(jí)以下公務(wù)員薪酬體系的建議。最后根據(jù)這些建議結(jié)合我國(guó)國(guó)情和地方現(xiàn)狀,從國(guó)家和縣級(jí)地方兩個(gè)層面來(lái)提出落實(shí)縣級(jí)以下公務(wù)員薪酬制度優(yōu)化建議的配套措施。論文的研究對(duì)構(gòu)建具有中國(guó)特色的公務(wù)員薪酬體系具有一定的理論意義。有利于提升我國(guó)縣級(jí)以下公務(wù)員的工作積極性和主動(dòng)性,吸引和留住更多的優(yōu)秀人才留在基層工作。進(jìn)而提高我國(guó)政府的管理和服務(wù)能力。論文的研究在抑制公務(wù)員腐敗現(xiàn)象上也有一定的作用,對(duì)提升公務(wù)員隊(duì)伍的形象和政府公信力,也具有一定的現(xiàn)實(shí)價(jià)值。
[Abstract]:Since the reform and opening up, China's economic and social rapid development, accompanied by economic development at the same time, prices are also rising, housing, medical care, education costs are higher and higher. However, the salary income level of civil servants below the county level is relatively low, the growth rate is too slow, and the gap between regions and departments is too large. This situation has resulted in low satisfaction with pay and lazy work among civil servants below the county level. Problems such as inefficiency and serious brain drain have emerged. Civil servants below the county level directly determine the success or failure of changing the government functions and building a service-oriented government in China. Because they directly provide services to the people, their working ability and personal quality also directly affect the image of government departments and the quality of public service. Salary incentive is the most direct and effective way to encourage civil servants to improve their work initiative and enthusiasm. A scientific and complete civil service salary system is a necessary condition to ensure the health, stability, efficiency and integrity of the civil servants, and plays a very important role in the administrative behavior of our government and the optimization of the national economy. Therefore, the optimization of the existing civil service pay system is particularly important. Taking Lushi County of Henan Province as an example, combining the relevant theories of human resource management and the development of civil service system in our country, this paper adopts field investigation and questionnaire survey on the basis of studying the compensation system of foreign developed countries. Data analysis and other methods to analyze the status quo of civil servants in Lushi County. It is concluded that the salary system of the civil servants in Lushi County has the following problems: low salary satisfaction and large income gap; the incentive function is not obvious and the examination is just a formality; the promotion space is narrow and the brain drain is serious and so on. Then, after analyzing the causes of the problems faced by the civil service compensation system in Lushi County, combining with the theoretical basis of human resource management and the enlightenment brought by the advanced compensation system abroad, this paper puts forward the idea of speeding up the construction of the legal system and scientifically designing the salary structure. Forming flexible salary system, conducting salary investigation, perfecting salary adjustment mechanism, promoting salary openness and transparency to guide and optimize civil servants' salary system below county level. Finally, according to these suggestions combined with our national conditions and local conditions, from the national and county level to put forward two levels of civil servants below the county level to implement the optimization of the salary system of supporting measures. The research of this paper has certain theoretical significance to the construction of civil servant pay system with Chinese characteristics. It is helpful to improve the enthusiasm and initiative of civil servants below county level and to attract and retain more talented people to work at the grass-roots level. Then improve our government's management and service capacity. The research of this paper also plays a certain role in restraining the corruption of civil servants, and also has certain practical value to enhance the image of the civil servants and the credibility of the government.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：D630.3

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