| With the advancement of the reform of public institutions in China,the wage reform of public institutions is gradually unfolding.After the average distribution system of the wage system in public institutions is broken,the performance-based salary system,which has more incentive effect,is introduced into public institutions.To a certain extent,the performance pay system gives the institution its own subjectivity and operability.The purpose is to better activate the enthusiasm of employees and improve the work efficiency of public institutions by the principle of rewarding industry and punishing laziness.From the classification reform of public institutions,institutions with independent profitability are transformed into enterprises,those with administrative characteristics are transformed into government agencies,and those with public service characteristics are retained.It is not difficult to see that public institutions are increasingly emphasizing their public welfare.Among them,public welfare institutions,which can not or should not be allocated by market resources,play a more important role in providing public welfare services to the society.The implementation of performance pay in public welfare institutions inevitably requires better allocation and optimization of internal human resources in public institutions.It is necessary to take scientific means to carry out necessary assessment,salary distribution,rewards and punishments,training and further training and other incentive system management for employees,so as to ensure that public welfare institutions can keep a positive state to play in the social reform and development Its social function is to provide public service.Therefore,on the basis of summarizing the related concepts and incentive theories in the reform of performance-based pay in public institutions,this paper selects y-unit,a public welfare institution in S Province water conservancy system,as an example,to conduct a questionnaire survey on the implementation status and evaluation of performance pay in Y unit,and analyze the problems and reasons in the process of implementing performance-based pay in the unit through the survey results And put forward the corresponding improvement countermeasures and specific measures.This study has a certain significance to make up for the lack of relevant theories on the effective use of performance pay in public welfare first class institutions,promote the implementation of performance pay in public welfare first class institutions,and play its incentive role.The main contents of this paper are as follows:The first part is the introduction,this part carries on the brief summary to the full text.This paper introduces the research background and significance of the selected topic,summarizes the related research at home and abroad,and explains the research content and research methods of this paper.The second part is related concept definition and theoretical elaboration.This paper analyzes the performance theory,expounds its logical relationship,and explains the performance pay used in this paper.The third part is the implementation status and evaluation of performance pay reform in Y unit of water conservancy system of a province.This part mainly introduces the general situation of Y unit,the current performance salary distribution method of Y unit,the analysis of relevant research data and the evaluation of the implementation status of performance pay reform by Y unit personnel.The fourth part is the Y unit performance pay reform implementation problems and related reasons.The fifth part is to put forward the corresponding improvement countermeasures and specific measures combined with the problems in the current performance pay of Y unit.The sixth part is the conclusion and prospect.This paper summarizes the full text,draws the conclusion of this paper and prospects for future development. |
