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政府的薪酬分配制度长期以来面临着来自财政和公众舆论的双重压力,并且政府组织在其特殊、复杂的组织情境下,要实行公平适当的评估过程十分困难,而推行绩效薪酬可以成为这一问题行之有效的解决方案,进一步说,政府绩效薪酬制度可成为政府绩效管理的激励手段和分配落脚点。本文以美国政府推行绩效薪酬的改革经验为范本,从政治、管理和法律三个公共行政的主要途径出发,探讨政府推行绩效薪酬的约束条件,以期对我国政府推行绩效薪酬制度有所借鉴。
The government’s remuneration system has long been subject to double pressures from both the public and the public, and it is very difficult for government organizations to implement a fair and appropriate assessment process in their particular and complex organizational context, and implementing performance remuneration can be the issue Effective solutions, further said that the government performance pay system can become the government performance management incentives and distribution of the end result. Based on the experience of American government in reforming performance pay, this paper discusses the constraints of government performance pay from the main approaches of three public administrations, ie, politics, management and law, with a view to reference our country’s performance pay system.