摘要
随着科研事业的发展,一些科研院所原有的事业编制数量无法满足用工需求,编外聘用员工的占比逐年升高,编外员工素质也不断提高。但编外员工在招聘、考核、激励、档案管理等方面的管理机制尚不完善,薪酬待遇不高,职业发展方向不明晰。完善编外聘用员工用工制度,应根据其工作年限设置不同类别的岗位,建立相应的招聘、薪酬及档案管理制度,使稳定性高的编外员工能够享受编内人员同等的薪酬待遇。改革编外员工的晋升途径,鼓励编外聘用员工参与继续教育与培训,积极获取新知识和新技术;转变编外聘用人员思维模式,增强其主人翁意识。
With the development of scientific research,flie number of original institutional in-staff employees in some scientific research institutes cannot meet the labor demand.The proportion of oflf-staflf employees is increasing year by year,and the quality of ofi-staff employees is also improving.However,the management mechanism of non-staff employees in recruitment,assessment,incentive and file management is not perfect,the salary is not high,and the direction of career development is not clear.In order to improve the employment system of ofi-staff employees,we should set up different types of posts according to their years of employment,and establish corresponding recruitment,salary and file management systems,so that off-staff employees with high stability can enjoy the same salary and treatment as in-staff employees.We should reform the ways of promotion of off-staff employees,encourage ofif-staff employees to participate in continuing education and training to actively acquire new knowledge and technology,change the flunking mode of off-staff employees and enhance their sense of ownership.
作者
吴秋菊
庞博
Wu Qiuju;Pang Bo
出处
《中国人事科学》
2020年第12期19-24,共6页
Chinese Personnel Science
关键词
编外员工
科研院所
用工制度
Off-staff employees
Scientific research institutes
Employment system
