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从2006年中旬开始,我国的事业单位就已经实施员工绩效工资相关制度,但是由于此工资制度涉及范围较为广泛,相对传统工资制度而言较为复杂,再加上各事业单位所从属的领域和工作内容都不尽相同,员工绩效工资制度的实施效果并未达到预期效果。本文从对于绩效的界定入手,诠释了绩效的基本意义和概念,又针对笔者对于部分事业单位的调查和研究,阐述了事业单位员工绩效工资在实施中所存在的问题,最后根据问题的实质,做出了相关的策略分析。
Since the middle of 2006, China’s public institutions have already implemented the system of employee performance pay, but because of the relatively wide scope of the wage system, which is more complicated than that of the traditional wage system, together with the fields and work subordinate to the institutions Content is not the same, the performance of employee performance pay system did not achieve the desired results. Starting with the definition of performance, this paper interprets the basic meaning and concept of performance, and investigates and studies the author’s work on some institutions. It also expounds the problems existing in the performance pay of employees in public institutions. Finally, according to the essence of the problem, Made a related strategy analysis.