事业单位是介于政府和企业之间的社会组织，是当代中国 社会三大基本组织类别之一，社会主义市场经济条件下，事业 单位改革将是继政府机构改革、国企改革之后的又一艰巨任务， 也是我国政府着重考虑的战略性问题。事业单位薪酬管理制度 改革是当前我国事业单位体制改革中的一个重点和难点，如何 落实好事业单位工资分配自主权，进一步搞活事业单位内部的 工资分配，适应社会主义市场经济的发展要求，已成为事业单 位当前改革中亟待解决的问题。 我国不断探索建立符合事业单位特点的工资制度，近年来， 事业单位工资进一步推进“身份工资”向“岗位管理”转变， 旨在建立市场导向的体现岗位价值的岗位定价、绩效导向的绩 效薪酬制度，合理拉开差距，调动人员积极性。但是由于长期 以来事业单位参照行政机关管理，薪酬管理中岗位设置、岗位 评价、绩效评估等一系列配套环节普遍都很滞后，影响了岗位 绩效工资的作用发挥。 本文以经营性事业单位设计完整的岗位绩效薪酬管理制度 为重点，通过研究一个市属事业单位现状及薪酬管理运行状况， 针对问题展开研究，用现代人力资源管理的方法，基于工作分 析确定岗位设置和改进绩效考核，工作评价确定岗位价值，结 合外部薪酬调查形成薪酬体系，结合相关管理制度完善薪酬管 理体系，为探寻完善事业单位薪酬管理新途径、新方法，为事 业单位薪酬管理改革的决策提供参考。 关键词：事业单位 薪酬管理 岗位绩效工资ABSTRACT The institution is between the government and enterprises, and it is the contemporary Chinese society one of the three basic types of organizations. Under the socialist market economy, reform of public institutions will be following the reform the restructuring of government administration and restructuring of state owned enterprise, but also our government's focus on strategic issues to consider. The reform of institutions compensation management system is the reform of China's institutions of a key and difficulty, how to implement the autonomy of institutions compensation distribution, further enlivening the institutions, the establishment of the socialist market economy requirements for the development, As the current reform of the institutions to be resolved. China continually researches the establishment of institutions in line with the characteristics of the compensation system. In recent years, compensations and institutions to further promote the identity compensation to management positions changes, aimed at establishing a market-oriented positions reflect the value of the status of pricing, performance-oriented performance pay System, a reasonable gap started to mobilize the enthusiasm of staff. However, due to long-existing institutions reference to the executive management, salary management positions in the settings, status evaluation, performance evaluation and a series of supporting links which are generally lagging behind, the performance of positions to play the role of compensations is seriously affected. In this paper, profit-making institutions design integrity of themanagement positions performance pay system, with the focus on a run through research institutions the status quo and pay management operation status, focusing on issues of research, with modern human resource management approach, based on the work of analysis Posts set up and improve the performance appraisal and evaluation of the value of established posts, a combination of external salary survey pay system, improve the management system of pay-related management system, improve the institutions pay for the management to explore new ways and methods for institutions Pay reform of the management decision-making reference. Key words: Institution Unit; Compensation Management; performance-oriented performance.目 录 摘要 ABSTRACT 第一章 导论 .....................................................................................................1 第一节 选题背景及研究意义 ......................................................................1 一、选题背景.............................................................................................1 二、研究意义.............................................................................................2 第二节 框架思路及研究方法 ......................................................................2 一、框架思路.............................................................................................2 二、研究方法.............................................................................................3 第二章 理论和方法综述 .................................................................................4 第一节 薪酬相关理论 ..................................................................................4 一、激励理论.............................................................................................4 二、工资理论.............................................................................................7 第二节 薪酬及薪酬管理 ..............................................................................9 一、薪酬的内涵.........................................................................................9 二、薪酬基本体系...................................................................................10 三、薪酬管理的具体内容.......................................................................12 第三节 事业单位薪酬制度的历史沿革 ....................................................14 一、事业单位薪酬制度改革回顾...........................................................14 二、现有薪酬体系评价...........................................................................18 三、经营性事业单位薪酬改革...............................................................20 第三章 X 市信息中心薪酬管理现状和问题 ...............................................23 第一节 X 市信息中心人力资源薪酬管理的外部环境分析.....................23 第二节 X 市信息中心现状.........................................................................25一、基本情况...........................................................................................25 二、组织架构及人员构成.......................................................................26 第三节 薪酬管理的现状分析 ....................................................................29 一、薪酬管理现状...................................................................................29 二、薪酬调查问卷...................................................................................31 三、诊断分析...........................................................................................33 第四章 X 市信息中心事业单位薪酬管理方案设计...................................36 第一节 总体思路 ........................................................................................36 一、指导思想...........................................................................................36 二、主要目标...........................................................................................36 三、实施步骤...........................................................................................37 第二节 薪酬管理方案设计 ........................................................................38 一、工作分析...........................................................................................38 二、岗位考核指标设计...........................................................................39 三、工作评价...........................................................................................43 四、薪酬基本结构设计...........................................................................48 五、薪酬管理配套环节...........................................................................53 第五章 X 市信息中心薪酬管理方案评价 ...................................................57 第一节 方案设计总结...............................................................................57 第二节 新的薪酬体系的实施效果 ............................................................58 第三节 需要进一步完善的地方 ................................................................59 一、不足之处...........................................................................................59 二、对有效薪酬的进一步探讨...............................................................59