The Ministry Of Human Resources And Social Security Bureau Performance Salary Reform Research

At present,XX human resources and social security bureau of the performance of the performance of the outstanding contradictions in the performance of wages mainly reflected in the wages and performance can not be a good link between the subsidies between the post allowance is too small two aspects.Affected by the management system of institutions over the years,the idea of big pot is still deeply rooted in the workers,the phenomenon of negative slow down is still common.Therefore,to strengthen the XX human resources and social security bureau of the performance of wage management,and on this basis to enliven the internal distribution of institutions,to enhance the vitality of its institutions to enhance the XX human resources and social security bureau public welfare,with very important meaning.This paper first discusses the development history of the wage system of the public institutions in our country,especially after the founding of the PRC,the four reforms of the wage system of our institution are studied from multiple perspectives.And the use of data collection,personnel interviews and questionnaires and other methods to understand,analyze,summed up the XX human resources and social security bureau performance pay system design and implementation process problems and their causes,to explore the XX human resources And the feasibility of the social security bureau's performance wage reform,and put forward the principle of incentive,fairness,operability of the implementation of the principle,with the performance appraisal system reform,wage allocation to determine the payment and related measures to improve,Implementation Strategy of Performance and Wage Reform of Resources and Social Security Bureau.It is found that the wage structure of XX Human Resources and Social Security Bureau is lagging behind the needs of workers,such as serious egalitarianism,insufficient incentive,unscientific standards and so on,which is not conducive to the work enthusiasm and the establishment of advanced performance management system.This paper first constructs a performance evaluation system composed of performance evaluation object,evaluation index,evaluation standard,evaluation method and evaluation subject,and applies it to the performance evaluation of XX human resources and social security bureaus and institutions.Performance evaluation results of workers.Finally,according to the results of performance evaluation to design performance pay distribution program.In order to more reasonable in the XX Human Resources and Social Security Bureau in the implementation of performance pay,can better stabilize the grass-roots service team,improve the enthusiasm of workers,and better provide public services for the people.