【作者】 柏云端；

【导师】 吴志华；

【作者基本信息】 华东师范大学 ， 行政管理， 2008， 硕士

【摘要】 薪酬对于企业发展的重要性是显而易见的,越来越多的企业把薪酬放在人力资源管理的重要位置,将薪酬制度的建设看作是企业未来发展的重点规划,作为其吸引、保留和激励优秀人才的重要手段。而对于政府部门来说,薪酬制度的建设远远不如企业,还处于被动改革阶段。近年来,各国政府相继认识到薪酬对于公职人员及公共部门的战略意义和重大作用,认识到薪酬是吸引、激励、保留人才的重要手段,能够提高政府部门的工作效率,因此,都十分重视对公务员薪酬制度的研究。我国政府也非常重视公务员薪酬制度的改革和发展,但与发达国家及企业相比,还比较落后,如公务员薪酬缺乏科学、合理的分类管理,整体水平偏低、激励不足等,这些都是目前迫切需要解决的问题。本文共分为五个部分。第一部分是绪论。论述了论文的研究背景和研究意义,在对国内外研究动态进行概述的基础上,介绍了本文的研究方法和论文框架;第二部分是对薪酬及公务员薪酬理论进行概述。具体包括报酬的概念、薪酬的概念,公务员薪酬应有的功能及公务员薪酬制度的基本原则,以用来指导本文的研究,形成自己的思想观点和思路体系,为其后各章节的展开奠定了理论基础;第三部分是我国公务员薪酬制度的沿革。主要分为三个阶段,1993年前的干部薪酬制度,1993公务员薪酬制度建立之后、2006年公务员薪酬制度改革之前,2006年公务员薪酬制度改革。在此基础上,总结了改革的成效和存在的问题;第四部分为国外公务员薪酬制度改革及启示。主要介绍了美国公务员薪酬制度改革、英国公务员薪酬制度改革及新加坡公务员薪酬制度改革,并概括了国外公务员薪酬制度改革的启示与借鉴;第五部分为深化我国公务员薪酬制度改革的设想。根据现行框架,从创新职位分类、改革公务员薪酬结构、建立正常的晋级增资机制、适度借鉴国外公务员薪酬制度改革的有益做法、完善公务员薪酬制度的配套改革措施五个方面来优化我国公务员薪酬制度改革,以期为建立科学、合理、高效的公务员薪酬制度有所贡献。最后为结束语,指出本文的不足之处及对该领域的前景的探讨。更多还原

【Abstract】 The importance of the salary institution to enterprises is obvious, more and more enterprises, in order to attract, keep, encourage the most outstanding talent often put the salary in the important position, regarding construction of the institution of the salary as the key planning of enterprise’s development. But concerning to the government development, the importance of the institution of the salary may be less positive than that of the enterprise’s development. Most of the reformations were passive. Recently, more and more countries have already realized salary’s enormous function and strategic meaning in the civil servant and public department, they have realized that salary system is an key means to the continuable development of the government. A good salary system can improve the governing efficiency. So, they put more and more attention to the study of the salary institution. Our government have attached importance to the reformation civil servant’s salary institution. But comparing to the enterprise and the foreign governments, there’s a enormous gap, for example, we are still lack of civil servant salary law, the salary of civil servant are lacking equity.... All of these are the problems should be reformed exactly.This paper is divided into five parts altogether. The first part is the introduction. Have stated the research background of the thesis and research meaning at first, on the basis of the thing that carry on the survey in studying the current situation both at home and abroad, have introduced the main content of this paper and train of thought of research; The second part is the relevant theory of compensation system and civil servant’s salary system. Including pay, compensation, the function that civil servant’s salary system should have, the principle of civil servant’s system, with the research used for guiding a thesis, I formed my own thought view and system of train of thought, have established the theoretical foundation for each expansion of the chapter of afterwards; The third part states the history of civil servant’s salary system of our country. It can be divided into three phases---before 1993, from 1993 to 2006, the reformation of 2006. Then conclude the effects and the problems; The fourth part takes America , England, Singapore for example, analyses the reformation of foreign civil servant’s salary system; The fifth part concludes 5 tools for realize a better civil servant’s salary system of our country: divide all the civil servant into different sorts by position for a better management; reform the compensation structure; build a standard promoting system and raise the salary by the annual index, such as CPI; study the useful tools of compensation management in foreign countries; and at last, perfect the relevant reformation of compensation management, for example, to strengthen salary law, perfect the assessment and so on. The last part summarize and look into the distance, point out the place, prospect this field and discussion of the prospect of innovation on the basis of studying of this paper.更多还原