中国公务员绩效薪酬改革前瞻  

Research for the Performance Pay Reform of Chinese Civil Servants

作　　者：罗旭华[1] LUO Xuhua(Nanchang Hangkong University, Nanchang 330063, Jiangxi Province, China)

机构地区：[1]南昌航空大学文法学院,江西南昌330063

出　　处：《中国劳动关系学院学报》2017年第6期80-87,共8页Journal of China University of Labor Relations

基　　金：江西高校人文社会科学项目<我国公务员薪酬公平导向研究>(项目编号:DB201214311);江西省社科规划课题<高校教师人力资源柔性化管理机制研究>(项目编号:CC201214079)资助

摘　　要：为提高公务员和行政组织的效率,中国有必要实施公务员绩效薪酬改革。实施绩效薪酬符合功绩制的要求,可以有效破除官僚主义、提高行政效率以及革除"官本位"思想观念,但在实施过程中,也面临着绩效考核指标难以准确界定,绩效考核过程和结果难以做到客观公正,不利于团队协作精神的发扬以及损害公务员的内在工作动机和行政机构的公共使命等一系列困难和问题。可以通过准确确定绩效薪酬改革的方向,合理限定绩效薪酬实施的范围,恰当规定绩效薪酬实施的比例与方式等措施,妥善处理和有效克服上述困难和问题。It is necessary for China to implement the reform of civil service performance pay in order to improve the efficiency of civil servants and administrative organizations.The implementation of performance compensation meets the requirements of merit system,can effectively get rid of bureaucracy,improve administrative efficiency and get rid of the"official standard"concept.But in the implementation process,it also faces some difficulties and problems,such as the performance evaluation index is difficult to accurately define,the performance appraisal process and results are difficult to be objective,and it is not conducive to the development of the spirit of teamwork,as well as damage to the internal work motivation of civil servants and public mission of the administrative institutions.We can properly handle and effectively overcome the above difficulties and problems by accurately determining the direction of performance pay reform,reasonable limits the scope of performance pay implementation,and appropriate provisions of the implementation scale and measures of performance pay.

关 键 词：绩效薪酬 公务员 个人公平 行政效率 

分 类 号：F272.92[经济管理—企业管理]