事业单位薪酬制度改革措施探讨.doc

摘要:事业单位是我国各类人才的主要集中地,据人事部的统计,我国目前共有130多万个事业单位,从业人员　近3000万人,占公共部门就业人数的41%,其中60%是受过最良好教育的专业技术人员。事业单位情况复杂,种类繁多,现行统一口径的工资制度已不能有效吸引和留住需要的人才。在经济持续发展的过程中,随着我国的社会主义市场经济逐步完善,大力实施人才强国的战略,是我国当前一项重大而紧迫的任务。我国事业单位的工资管理体制是伴随着我国社会经济制度的建立和完善的，在其形成和发展的每个时期和阶段，都发挥过积极的作用，都具有相对的合理性。随着改革的深入，尤其是党的“十五大”提出确定劳动、资本、技术和管理等生产要素参与收益分配原则，我国收入的分配方式发生了很大的变化。传统的薪酬分配制度受到冲击，收入分配的市场化，分配权利自主化，分配形式多样化，已经成为现实的客观要求，现行的薪酬制度与经济结构和经济运行不相适应的状况便凸显出来, 已不能有效地吸引和留住需要的人才,不能起到有效的激励作用。

　　薪酬是企业激励机制的重要组成部分，它在决定工作满意感，激发员工工作动机，增强企业凝聚力等方面起着重要的作用。合理的薪酬制度不但能有效地激发员工的积极性，主动性、促使员工不遗余力地为企业目标奋斗，提高企业效益，而且能在人力资源竞争日益激烈的知识经济下吸引和保留住一支高素质，具有竞争力的员工队伍。而事业单位采用科学、合理、先进的薪酬制度，不仅是组织高效运转的保障，更对提高整个队伍的素质和能力是一个有效的激励，使组织渐入良性循环的佳境。本文提出建立符合各种类型事业单位特点、体现岗位绩效和分级分类管理的事业单位薪酬制度改革路径。

关键词:事业单位 薪酬制度 薪酬改革

Abstract:Institutions are the main high-rises in all kinds of talents, according to statistics, China's current personnel of 130 million institution, practitioners, nearly 3,000 million, of public sector employment 41%, 60% are a most good education of professional and technical personnel. Institution circumstance complex, variety, the wage system of the current unity caliber already can't effectively attract and retain need talent. The sustained economic development process, along with China's socialist market economy gradually perfect, vigorously implementing talent strategy, is the power of the current a significant and urgent task. Our institution salary management system is accompanied by our social and economic system establishment and the consummation in its formation and development period and stage, each play a positive role, all with relative rationality. With the deepening of the reform of the 15th national congress, especially to determine some labor, capital, technology and managerial expertise and other production factors participate in income distribution principle, our country income distribution mode it had changed greatly. The traditional salary distribution system affected, income distribution marketization, distribution rights democracy, distribution form diversification, has become a realistic objective request, the current salary system and economic structure and economic operation does not adapt situation was highlighted, already cannot effectively attract and retain need talent, cannot have effective incentive effect.

    Salary is the enterprise incentive mechanism, it is an important part of the decision job satisfaction, motivates staff to work motivation, the enhancement enterprise cohesion etc plays an important role. Reasonable salary system can not only effectively arouse the enthusiasm of the employees, initiative, makes people spare no efforts to enterprise goals, improve enterprise efficiency, and in human resources increasingly competitive knowledge economy to attract and keep a high-quality, competitive staff. But institutions adopt scientific, reasonable and advanced salary system, not only is the organization high efficiency running of security, to improve the team more quality and ability is an effective incentive, make the organization gradually into a virtuous circle of the state. This paper proposed accord with various types institution characteristics, reflect post performance and classified management institution salary system reform path.

Keywords: institution; salary system; reform of salary