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我国从2006年起,正式实施对事业单位进行工资制度改革,由绩效工资代替传统的事业单位的固定工资模式。此次工资制度改革,在一定程度上赋予事业单位更大的自主权,自主分配工资,更好地发挥了工资的平衡杠杆作用。但由于绩效工资制度较传统的事业单位的固定工资模式更为复杂,事业单位可借鉴经验较少,因此在实施过程中仍出现诸多问题,影响达到预期效果。本文立足对事业单位绩效工资内涵以及现实作用,浅析事业单位在实施绩效工资制度过程中存在的漏洞,进而提出相关解决措施。
Since 2006, China has officially implemented the reform of the wage system for public institutions, and replaced the fixed-wage model of the traditional public institutions with performance pay. The wage system reform, to a certain extent, given greater autonomy institutions, the distribution of wages autonomously, and better play a balanced wage leverage. However, as the performance pay system is more complicated than the fixed-wage model of the traditional PSUs, PSUs can learn a little from experience, so many problems still appear in the process of implementation, which will affect the expected results. Based on the connotation and actual effect of the performance pay of public institutions, this paper analyzes the existing loopholes in the process of implementing the performance pay system in public institutions, and then puts forward the corresponding solutions.