【作者】 张晶晶；

【导师】 段华洽；

【作者基本信息】 安徽大学 ， 行政管理， 2012， 硕士

【摘要】 近年来,事业单位改革正在艰难中改革前进,根据现有改革精神,改革后的事业单位,即从事公益服务的事业单位,将成为建设服务型政府的重要组织支撑,成为提供基本公共服务的主力军,以实现政府公共服务的核心职能。而其他性质的事业单位或将根据自身属性划归政府或推向社会。作为被保留在事业单位序列的公益性事业单位,相对于现有其他事业单位更具有研究价值。为了保证论文研究的准确性、针对性和价值性,笔者将研究的范围界定在公益性事业单位。由于强化事业单位的公益属性,是此次事业单位分类改革中尤为突出的主导理念,公益性事业单位的社会角色日益重要,社会对其期望也越来越高。随着改革的推进,公益性事业单位面临着使命定位、职能转变等种种挑战,如何提升其绩效也成为它们所面临的一个重大课题。因此,本文试图以公益性事业单位人员绩效的提升为着眼点而展开研究和探讨。其大致框架为：第一部分介绍了论文的研究背景是在事业单位绩效工资改革的大环境下,阐述了研究的理论与现实意义,以及运用的研究方法等内容。第二部分主要阐述了绩效考核的相关概念,对公益性事业单位绩效考核相关概念进行界定,根据现有最新精神对公益性事业单位进行了分类,并且总结提出了公益性事业单位的特征。同时,为了研究成果更具有理论性,本文分析了当前国内外对事业单位以及具有相似属性的组织所进行的绩效考核研究情况,为下文的研究奠定了理论分析基础。第三部分主要是对我国公益性事业单位绩效考核现状的描述,从我国绩效考核相关政策的沿革中,总结出改革的脉络。并且将事业单位的绩效考核与企业和政府部门的绩效考核进行了比较与界定,明确公益性事业单位考核的特殊性,为下文研究提供铺垫。第四部分根据绩效考核现状分析出现有考核实施中的问题,并得出其根本原因就是体制关系没有理顺,政府推动力不强。第五部分是论文的核心部分。本文尝试在这一部分构建绩效考核指标体系。本章从绩效考核实施的流程进行编写,首先明确绩效考核目标,树立科学正确的原则,明确考核的思路,对指标进行提炼分解,进行权重设计,并通过上文总结的事业单位属性拟定了一个代表事业单位绩效指标特点的指标体系。同时提出制定灵活的考核周期,合理运用考核结果,考核结果与物质激励结合,考核结果与职位调整关联,将考核结果与绩效改进计划和培训计划相关联,备案绩效考核结论。最后,为了保障事业单位绩效考核的顺利实施,本文从岗位设置,员工聘用制,薪酬制度,员工培训这四个方面提出了配套措施建议。本文的创新之处在有别于以往国内对事业单位的研究仅停留在宽泛的制度建设,宏观发展上,而是深入事业单位改革内部,把握当前的改革方向,对事业单位的类别中最具研究价值的公益性事业单位进行研究,尽管事业单位组织内部,行业问性质复杂,岗位区别较大,但仍然按照标准的绩效考核体系制定步骤尝试制定了绩效考核指标体系,并将层次分析法引入考评中,打破了以往偏重于定性考核的桎梏。但是由于公益性事业单位人员绩效考核本身的复杂性而且我国在这方面的研究起步较晚,公益性事业单位人员绩效考核体系的建设还在摸索中,本文是在我国在此方面现阶段的理论和实践的基础上进行的探索,有很多方面研究深入程度不够,在以后的学习中还将进行更深入的研究。更多还原

【Abstract】 In recent years, the reform of institutions are difficult in reform forward, according to the spirit of reform, reform of institutions, which are engaged in public welfare services and institutions, will be the construction of service type government the important organization supporting the provision of basic public services, to become the main force, in order to realize the core functions of government public service. While the other properties of the institutions or according to their own property under the government or to the society. As to be retained in the business unit sequence of public welfare institutions, relative to other existing institutions more has the research value. In order to ensure the accuracy of research, aim and value, the author will study the range in public welfare institutions. Due to the intensification of institutions of public property, is the classification reform of public institutions particularly the dominant concept, public welfare institutions of society more and more important role in society, more and more high expectations. With the advancement of reform, public welfare institutions facing mission location, function change and challenges, how to improve its performance also becomes them to face a major issue. Therefore, this article attempts to public welfare institutions personnel performance to be starting point and research and investigation. The general framework for the:The first part introduces the study background is in the business unit performance salary reform, expatiates on the theoretical and practical significance, and the research methods and content.The second part mainly describes the performance evaluation of the relevant concept, the commonweal sex institution performance assessment concepts, according to the new spirit of the public institutions are classified, and summarized the characteristics of public welfare institutions. At the same time, in order to study achievement has the theory, this paper analyzes the current domestic and foreign to the institutions and organizations which have similar properties study of performance appraisal of the situation, for the following research laid the foundation of theoretical analysis.The third part is mainly on China’s public welfare institutions performance appraisal in the description of the status quo, from our performance appraisal policy evolution, summed up the reform of the choroid. And the institution’s performance appraisal and enterprises and government departments performance evaluation were compared with the defined, clear public welfare institutions. Evaluation of the specificity, for the following research.The fourth part according to the present situation of performance evaluation analysis evaluation problem in practice, and the fundamental reason is that the system concerns to was not straightened, impetus of the government is not strong.The fifth part is the core part of this paper. This article attempts in this part of the construction of performance appraisal index system. This chapter from the performance appraisal of the implementation of the process of writing, the first clear the objectives of performance evaluation, establish the scientific and correct principle, clear assessment ideas, the indexes were extracted decomposition, weight design, and through the summary of the previous institutions of property to a representative institution performance characteristics of the index system. At the same time, put forward to develop flexible evaluation cycle, reasonable use of evaluation results, examination results and the material incentive combination, examination results and the position adjustment, the appraisal results and performance improvement plan and training plan for the record associated, performance appraisal conclusion. Finally, in order to ensure the smooth implementation of the business unit performance appraisal, this article from the post setting, employment system, compensation system, staff training and the four proposed measures.The innovation in different of domestic institutions for research only remain in the general system, macroscopically development, but the depth of the reform of institutions internal, grasp the direction of reform, the institutions of the category of the most valuable public welfare institutions for research, although the institutions within the organization, interprofessional properties of complex, a larger difference between jobs, but still according to the criteria of the performance appraisal system establishment step and attempt to formulate the performance evaluation index system, and the paper introduces analytic hierarchy process evaluation, breaking the previous emphasis on the qualitative assessment of the shackles.But because the public welfare institutions personnel performance appraisal of the complexity and the research in this field in China started late, public institution personnel performance appraisal system construction still is fumbling in, this is in our country in this aspect at present on the basis of theory and practice to explore, there are many aspects of in-depth study is not enough, to study in the future will be more in-depth study.更多还原