I H 职业学院绩效工资体系优化研究 摘要 2019 年 1 月，国务院印发了《国家职业教育改革实施方案》，指出职业教育与普通 教育具有同等重要地位，明确了职业教育发展总体要求、目标与措施。这标志着我国职 业教育现代化建设进入全面实施阶段。在这一背景下，多数职业院校原有的人事管理制 度尤其是绩效工资分配办法已难以适应职业教育发展新形势与学校转型发展新要求。因 此，探索完善符合现代职业教育特点与职业院校自身情况的绩效工资制度，有利于激发 职业院校教职工干事从教热情，提升职业院校教师获得感与归属感，增强职业院校教师 身份认同，吸纳高素质人才参与职业教育，为推进职业教育现代化建设提供不竭动力。 本研究选取 H 职业学院为样本，以改善该学院绩效工资分配办法为切入点，在查阅 相关理论文献，对学院教师进行访谈的基础上，综合运用薪酬管理、绩效考核等理论， 分析 H 职业学院在新的发展形势与方位中所面临的人事管理制度困境与短板，结合 H 职 业学院发展目标、组织架构、人员结构等情况，提出相应的绩效工资优化设计方案。通 过研究发现，由于 H 职业学院为近年来新升格成立的高职院校，受制于学院目原有发展 规模、发展理念、风气氛围等因素，在绩效工资的实施中存在激励性、公平性、科学性、 导向性、竞争性不足等问题，已难以适应学院升格转型后的发展要求。因此，研究提出， 在积极做好政策、制度、财务、信息、文化等五个方面工作的基础上，通过细化岗位分 类、完善绩效工资结构、调节绩效工资分配方式与权重、优化绩效考核评价体系等方式， 能够凝聚共识，引导学院教师积极投身于教学科研工作中去，确保学院发展战略与重点 工作目标的实现。 关键词：高职院校；绩效工资；激励；优化设计ABSTRACT III Research on Optimization of Performance Salary System in H Vocational College ABSTRACT In January 2019, the State Council issued the National Vocational Education Reform Implementation Plan. This plan states the importance of vocational education and clarifies the overall requirements, goals and measures for the development of vocational education. It means the modernization of vocational education in China has been into a new stage. In this background, the original personnel management system in most vocational colleges, especially the performance salary distribution method, has been difficult to adapt to the new situation of vocational education development and the current requirements of the colleges’ development. Therefore, exploring and perfecting the current performance-based salary system is conducive to stimulating the enthusiasm of teachers and staffs in vocational colleges and enhancing the identity of teachers in vocational colleges. It helps to attract more talented teacher to participate in vocational education and provides inexhaustible power for promoting the modernization of vocational education. This study chooses H vocational college as a sample and explores the way for optimizing the performance salary distribution method. We firstly combine the relevant theoretical literature and interviews with college teachers with the development goals, organizational structure and personnel structure in H vocational college and propose a corresponding performance-based salary optimization design. We found that because of the shortage of incentives and fairness in the implementation of pay performance in H Vocational College it is difficult to meet the requirements of development after the transition to transformation. Therefore, considering the five aspects of policy, system, finance, information and culture, we refine the job classification, improve the performance salary structure, adjust the method and weight of performance salary distribution, and optimize the performance evaluation. Finally, the new system can unite the consensus and help the college teachers to participate in the华北水利水电大学硕士学位论文 IV daily work actively and ensures the realization of the college's development strategy. KEY WORDS: Higher vocational college；Performance salary；stimulate；Optimized design目录 V 目 录 摘要........................................................................................................................................... I ABSTRACT..............................................................................................................................III 1 绪论.........................................................................................................................................1 1.1 研究背景和意义..................................................................................................1 1.1.1 研究背景...................................................................................................1 1.1.2 研究意义...................................................................................................2 1.2 国内外研究现状..................................................................................................2 1.2.1 国外研究现状...........................................................................................2 1.2.2 国内研究现状...........................................................................................3 1.2.3 国内外研究评述.......................................................................................5 1.3 研究内容与研究方法..........................................................................................5 1.3.1 研究内容...................................................................................................5 1.3.2 研究方法...................................................................................................5 1.4 本文主要贡献......................................................................................................6 2 相关概念与理论基础.............................................................................................................7 2.1 相关概念..............................................................................................................7 2.1.1 薪酬...........................................................................................................7 2.1.2 绩效工资...................................................................................................8 2.1.3 绩效考核...................................................................................................9 2.2 相关理论..............................................................................................................9 2.2.1 激励理论...................................................................................................9 2.2.1.1 需求层次理论..............................................................................10 2.2.1.2 成就需要理论..............................................................................10 2.2.1.3 期望理论......................................................................................11 2.2.1.4 公平理论......................................................................................11 2.2.2 绩效考核评价常用方法.........................................................................11 2.2.2.1 KPI 法........................................................................................... 11 2.2.2.2 360 度考评法................................................................................12 2.2.2.3 平衡计分卡法..............................................................................13 3 H 职业学院绩效工资体系现状分析....................................................................................15 3.1 H 职业学院概况.................................................................................................15 3.1.1 学院概况与发展定位.............................................................................15 3.1.2 学院组织架构与人员情况.....................................................................15华北水利水电大学硕士学位论文 VI 3.2 现行绩效工资体系运行情况............................................................................18 3.3 现行绩效工资体系存在的问题........................................................................19 3.2.1 激励性不足.............................................................................................19 3.2.2 公平性不足.....................................................