摘要
我国公共部门的薪酬制度普遍采用职位绩效薪酬,以突出职位与绩效的激励功能。目前,传统的薪酬管理体系已经不适应时代的发展,我国公共部门薪酬管理面临严峻的挑战。宽带薪酬制是以职位等级分类为基础,与工作绩效相挂钩的薪酬制度,能有效控制薪酬总成本,提升工作人员和公众满意度,改善组织和员工绩效,为岗位轮换提供方便。我国公共部门应加快精简政府机构以控制薪酬总额,建立相对完善的绩效考核机制,引进市场竞争机制,综合运用多种激励手段。
Abstract： China＇s public sectors adopt position performance salary system, laying stress on the incentive function of position and performance. However, as the system could not meet the demand of the era now, China＇s public sectors are facing sincere challenges. Broadband salary system is based on position hierarchy and attach with work performance. It could help control total salary cost, increase employee and public content, improve performance of teams and employees, and offer conditions to job rotation. Public sectors at home should accelerate to streamline government agencies to reduce the total salary amount, establish a sound performance evaluation mechanism, introduce a market and competitive system, and employ multiple motivating measures. Key words： broadband salary, public sector, salary administration, reform inspiration
出处
《商业经济》
2015年第7期48-50,共3页
Business & Economy
基金
黑龙江省普通本科高等学校青年创新人才培养计划(UNPYSCT-2015060)
黑龙江省哲学社会科学研究规划项目(14C006)
黑龙江省高等教育学会高等教育科学研究课题(14Q060)
关键词
宽带薪酬
公共部门
薪酬管理
改革的启示
broadband salary,public sector,salary administration,reform inspiration
