经营性事业单位薪酬体系管理研究
—以A医院为例
摘 要
随着全球经济一体化的不断加速，无论在企业单位还是事业单位，人才的竞争愈发显得激烈，而薪酬管理作为激励人才的一种体制，在这种形势下，显示出越来越重要的作用。然而在很多的事业单位中，尤其是以“转企改制”的经营性事业单位中，均不同程度的显露出薪酬管理体系的不相适应性，目前经营性事业单位的薪酬大多数依旧采取陈旧的管理体系结构，这种薪酬体系已经无法适应由于单位性质的改变而带来的生存环境的变化，无法使其发挥更强的激励作用，使得单位员工工作动力日益减弱，单位整体状况出现下滑，这样的情况必须迫使经营性事业单位对目前的薪酬管理体系进行彻底改革。
本文从薪酬管理的相关理论出发，以A医院为蓝本，全面阐述了我国事业单位薪酬改革的历史，并针对我国经营性事业单位薪酬管理现状进行深入分析，结合A医院的实际情况指出薪酬管理存在的缺陷与问题，之后采取理论联系实际的方法，为经营性事业单位构建全新的薪酬管理体系，并就新体系在A医院的应用提出实施方案，最后针对新体系在A医院应用效果进行评价。
通过对经营性事业单位薪酬管理的研究，在分析不足的基础上构建了新的组合薪酬管理体系，将经济性薪酬与非经济性薪酬并重，进一步加深了对薪酬理论的认识，从根本上改善了经营性事业单位的薪酬结构，并将这套体系在A医院进行实施，取得了良好的效果。
关键字：薪酬管理 经营性事业单位 研究
STUDY ON COMPENSATION MANAGEMENT OF OPERATING INSTITUTIONS
—- Case in Bengbu station
Abstract
With the accelerating global economic integration, both in enterprises or institutions, all the more intense competition for talent, and incentive compensation management talent as a system, in this situation, a more and more important effect. However, in many institutions, especially on a “Reform and Transformation,” the operating business company, all reveal different levels of the incompatible nature of salary management system is currently operating business company to pay most of the still older The management architecture, this pay system has been unable to adapt to the changing nature of the company brought about changes in living environment, not to play a stronger incentive to make an increasing reduction of motivation of employees in the unit decline in the overall situation, This situation must force the operating business company of the current system of salary management overhaul.
From the salary management theory, with A hospital modeled comprehensively expounded China’s history and institutions pay reform, and for our business company operating status of in-depth analysis of salary management, combined with the actual situation of a hospital Management defects and problems, and then take theory with practice, build institutions for the operation of the new salary management system, and the new system proposed in the application of A hospital implementation plan, the last station for the new system application results in the evaluation of hospital .
Institutions operating through the management of pay, based on the analysis of less than a combination of building a new salary management system, economic compensation and non-economic compensation both to deepen understanding of the theory of compensation, and fundamentally improve the operating business company of the salary structure, this system will be implemented at A hospital, achieved good results.
KEYWORDS: Compensation Management, Operating business company, Study
目 录
第三节 研究基本内容与研究方法…………………………….. 9
第二章 薪酬管理相关理论……………………………………. 10
第三节 薪酬在企事业单位的重要职能………………………… 12
第三章 经营性事业单位薪酬管理研究…………………………… 18
第一节 我国事业单位薪酬管理改革的历史回顾…………………. 18
第二节 经营性事业单位薪酬管理中存在的问题及原因分析………… 19
四、非经济性薪酬激励因素流失，心理导向性不足…………… 22
第三节 A医院薪酬管理存在问题……………………………. 23
第四章 经营性事业单位薪酬体系的构建…………………………. 25
第一节 经营性事业单位薪酬体系的设计原则…………………… 25
第二节 经营性事业单位薪酬体系的构建方案…………………… 26
第五章 经营性事业单位薪酬体系………………………………. 30
第一节 经营性事业单位薪酬体系在A医院的实施过程……………. 31
四、A医院其余经济性薪酬及非经济性薪酬的确定……………. 32
第二节 经营性事业单位薪酬体系在A医院的实施效果评价………… 34
