A Study On The Fairness Problems Of Civil Servants' Remuneration

Remuneration is a major concern of the laborers,and the civil service remuneration system is an important part of the organs and institutions' personnel management.Since the founding of the People's Republic of C hina,the organs and institutions of our country have experienced four refor ms,especially after the formal implementation of the civil service system in 1993,the civil service management system and the remuneration system have been improved.With the rapid development of China's economy,people's material and cultural needs and the industry's pay expectations are growing,while the remuneration system of the civil servants has not been able to develop reasonably with the marketed wages.At present,there is still some fairness problems with the civil service remuneration system.The establishment of a scientific,fair and enforceable remuneration system is not only the need to manage the civil service community,but also the key point in reforming and improving the civil service remuneration system and improving the efficiency of civil servants.On the basis of the analysis of remuneration related concepts and the research on salary fairness of some scholars at home and abroad,firstly,this paper reviews the historical evolution of the adjustment of the four remuneration system of the staff and institutions in our country,then sorts out the regular patterns of the previous reforms of the remuneration system,that is: adjusting the structure,promoting growth,controlling the gap and changing the patterns.And this paper briefly explains the characteristics of the remuneration reform methods and problems,analyzes the pay inequality on civil servants may result in reduced efficiency,power alienation and corruption,talent loss,inharmonious interpersonal relationship and other negative effects.Then,taking G C ity as an example,this paper compares the remuneration level of civil servants as the main research content.Through the investigation and interview,data induction and comparative analysis,this paper exposes the current situation that the normal adjustment mechanism is incomplete,the regional wage difference is big,the grassroots civil servant's remuneration is low,the salaries do not reflect job differences and personal contributions and other issues.The paper also analyzes the causes of unfair pay from the three levels of region,industry and individual.And then learning the experience and methods in the remuneration balance and controlling fairness of the United States,Japan and Singapore and other developed countries and regions,explores the adjustment of C hina's civil service pay fairness.Finally by combining with C hina reality,the paper suggests that we need to improve the implementation of wage survey,promote civil service positions and rank parallel as soon as possible,pay attention to the grassroots civil servants' remuneration,divide the wage areas and control the pay gap,refine the normal wage growth mechanism,establish civil servants' grading decentralization management system,improve the incentive mechanism and so on,to provide a reference for promoting internal and external equity of civil servants' pay,enhance the enthusiasm of civil servants to serve the people.