事业单位工资分类管理研究  

A Study of Wage Classification Management for Public Institutions

作　　者：何宪 熊亮 HE Xian;XIONG Liang(China Talents Research Association,Beijing 100101;Wage and Welfare Research Office,Chinese Academy of Personnel Science,Beijing 100101,China)

机构地区：[1]中国人才研究会,北京100101 [2]中国人事科学研究院工资福利研究室,北京100101

出　　处：《中国井冈山干部学院学报》2023年第5期74-83,共10页Journal of China Executive Leadership Academy Jinggangshan

摘　　要：事业单位类型的多样性和复杂性要求工资必须分类管理,但对事业单位分类不能等同于事业单位工资分类,分类问题已经成为深化事业单位工资制度改革的瓶颈。建国以来事业单位工资制度曾经进行直接确定工作人员工资的自然分类、针对事业单位内部分配方式的分类、针对绩效工资总额管理的分类。这些分类在实际管理中发挥一定的积极作用,但还不符合市场经济发展和事业单位改革的要求。分类不能只考虑工资总额的确定的不同,还要考虑不同行业分配制度的特点、不同职业激励的不同要求以及对事业单位分级管理的要求等等,充分体现公平原则,调动各类人员的积极性。The diversity and complexity of public institution types require wage classification management.However,the classification of public institutions does not equal to the classification of wages in public institutions,and the problem of classification has become a bottleneck for deepening the reform of wage system in public institutions.Since the establishment of new China,we have carried out the natural classification that directly determines the wage of staff in public institutions,the classification aimed at the internal distribution within public institutions,and the classification aimed at management of the total amount of performance pay.These classifications have played an active role to some degree,but do not completely satisfy the requirements for the development of the market economy and the reform of public institutions.In classifying the wages,not only the total amount of wages,but also the characteristics of distribution systems in different trades,the different motivation demands of different occupations and the requirements for classification management of public institutions should be considered,so as to embody the principle of equity and motivate the activity of different personnel.

关 键 词：事业单位 工资分类 

分 类 号：D61[政治法律—政治学]