本文選題：高等學(xué)校　切入點(diǎn)：績(jī)效工資　出處：《湖南師范大學(xué)》2013年碩士論文

【摘要】：本文以期望理論、公平理論、需求層次等理論作為論述理論基礎(chǔ),通過對(duì)H大學(xué)實(shí)地調(diào)查研究,充分了解H大學(xué)實(shí)現(xiàn)獎(jiǎng)勵(lì)性績(jī)效工資改革前的環(huán)境,分析其辦學(xué)層次、辦學(xué)規(guī)模、人員構(gòu)成、工資與收入分配制度和績(jī)效改革前工資制度安排的基本特點(diǎn)及存在的問題；通過分析H大學(xué)績(jī)效工資獎(jiǎng)勵(lì)方案的基本內(nèi)容,結(jié)合改革實(shí)踐,本文總結(jié)出H大學(xué)績(jī)效改革存在以下主要問題：首先是績(jī)效評(píng)價(jià)系統(tǒng)的科學(xué)性和公平性有待完善；其次是不同系收入差距依然顯著；再次是院系內(nèi)部分配矛盾突出。 針對(duì)上述問題,本文提出完善H大學(xué)獎(jiǎng)勵(lì)性績(jī)效工資方案的若干建議：(1)應(yīng)該堅(jiān)持發(fā)展性評(píng)價(jià)與獎(jiǎng)罰性評(píng)價(jià)并重原則,采用公認(rèn)合理的績(jī)效評(píng)估標(biāo)準(zhǔn),并且實(shí)施過程和結(jié)果都要公開、公平、公正,以促進(jìn)教學(xué)、科研長(zhǎng)遠(yuǎn)發(fā)展為目標(biāo)；(2)應(yīng)該調(diào)節(jié)總量切塊大小、優(yōu)化集體業(yè)績(jī)核定辦法,從院系資金來源的角度著手解決院系間的收入不平衡；(3)敦促二級(jí)單位建立健全內(nèi)部分配制度,規(guī)范工資發(fā)放流程,解決內(nèi)部分配的不透明與矛盾。
[Abstract]:Based on expectation theory, fair theory, demand level theory and so on, through the field investigation and research of H University, this paper fully understands the environment of H University before the reform of incentive performance wage, and analyzes the level of running a school. The basic characteristics and existing problems of the salary system arrangement before the reform of the salary and income, the basic contents of the performance wage incentive scheme of H University, and the reform practice, are analyzed in this paper, which includes the scale of running a school, the composition of the personnel, the distribution system of wages and income and the existing problems. This paper concludes that H University performance reform has the following main problems: first, the performance evaluation system needs to be improved scientifically and equitably; secondly, the income gap between different departments is still significant; thirdly, the contradiction of distribution within the departments is prominent. In view of the above problems, this paper puts forward some suggestions on how to perfect the incentive performance wage scheme of H University. (1) We should adhere to the principle of equal emphasis on development evaluation and reward and punishment evaluation, and adopt generally accepted and reasonable performance evaluation standards. And the implementation process and results should be open, fair and impartial, with the goal of promoting the long-term development of teaching and scientific research. From the point of view of the source of funds, the author urges the secondary units to establish and perfect the internal distribution system, standardize the wage distribution process, and solve the opacity and contradiction of the internal distribution.
【學(xué)位授予單位】：湖南師范大學(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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