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我国事业单位已全面实行岗位绩效工资制度,对其中的奖励性绩效采取灵活多样的分配方式和办法。推行绩效工资改革在调动职工个人的主观能动性,提高人事的科学管理,增强事业单位公益效应等方面具有重要意义。但在实践中,制度管理的漏洞、绩效考核周期过长、缺乏考核指标体系、个人绩效和团队绩效难有平衡点等问题的存在都严重制约了绩效工资制度的正常运作。文章从事业单位绩效工作的现状及存在问题入手,对绩效工资改革的必要进行阐述,并对进一步完善、推进制度改革提出对策建议。
China’s public institutions have fully implemented the performance pay system for positions, which reward performance to take a flexible and diverse ways and means of distribution. The implementation of performance wage reform is of great significance in mobilizing the individual initiative of staff and workers, improving the scientific management of personnel and enhancing the public welfare effect of public institutions. However, in practice, the existence of such problems as the loopholes in system management, the long period of performance appraisal, the lack of appraisal index system and the difficulty of personal performance and team performance have severely restricted the normal operation of the performance pay system. The article starts with the present situation and existing problems of the performance work of the public institutions, elaborates the necessity of the reform of the performance salary and puts forward countermeasures and suggestions on how to further improve and promote the system reform.