摘 要
130万个事业单位,近4000万的员工及10多万亿的庞大资产,这是中国目前事
业单位的现状。对事业单位进行薪酬体系的改革,成为我国事业单位改革旳重要组成
部分,也是目前国家重点攻关的一项技术难题。改革促进了事业单位的收入分配趋向
市场化,改革也让事业单位意识到分配权的自主性、分配形式的多样化的重要性。
广播电视业是知识密集型的企业,其属于意识形态领域。由于被定性为党和政府
的喉舌,即起到宣传我党的方针、路线和政策,所以其具有深厚的事业属性;鉴于近
几年媒体的快速发展,广电附带的经济效应日益体现,加速推动了广电行业的产业属
性。但是,由于广电所处的敏感行业,体制上的限制使得广播电视行业长久以来一直
只强调其事业属性而忽视了其产业属性,因此,事业体制下的管理、运行就会脱离市
场,失去应有的作用。人力资源的管理层面,缺乏合理的的管理制度,使得组织机构
人员冗余,拥有大量员工却有极低的工作效率,导致了人浮于事的现象比比皆是。因
此,在激烈的传媒行业市场竞争中,人才的竞争就成为决胜的关键,如何合理调整人
力资源从而能够推动单位快速发展,成为传媒行业的迫切需要解决的问题。
本论文以现代薪酬管理的相关理论为指导,运用管理学、经济学等理论工具,采
用定性、定量分析相结合的方法,以A电视台广播传媒中心为案例,以薪酬管理体
系为研宄的对象,通过对单位员工深入访谈、实地考察等方式来诊断单位薪酬管理体
系中存在的问题,并提供解决的对策。本着提升单位人力资源管理、提升单位核心竞
争力、留住急需人才的原则,对单位的薪酬体系进行了科学合理的设计。本论文侧重
地对岗位进行分析和评价,调查现有薪_丨倩况、薪酬策略及薪酬的构成,并对绩效考
核作了详细的阐述,经重新设计,确定了定岗定薪的方式。最后对新的薪酬方案的公
平性、合理性等做了评价,并提出实行新方案的保障实施措施,并总结出简要的结论。
本论文以A广电集团旗下的广播传媒屮心作为研宄对象,重新构建出符合传媒
行业自身发展需求的薪酬和绩效制度,建立了适合现有传媒业薪酬管理制度和绩效考
核制度。并在实施过程中逐步推进,以满足不同阶段企业发展的要求,实现广电行业
薪酬体系的科学化、合理化,从而激励员工积极贡献,带动企业在竞争中稳步前进。
关键词:薪酬设计绩效考核传媒业事业单位
Abstract
China now has 1,260,000 various public institutions with more than 30 million
workers and nearly 10000 billion state owned assets. The salary reform of public
institutions is an important of public institution reform. It's also a technical problem in our
station. With the deepening of reform, income marketization,compensation diversification
and independent allotment have become objective desirability of our society.
The broadcasting and television industry is knowledge concentrated industry and
belong to ideology area. As an official broadcasting institution of our country, it public our
party's principles, policies and political line. So it has its own public and industry attribute.
Now, TV station began to develop rapidly and became an industry. But for a long time,
system limits made TV insustry a public attribute rather than industry attribute. Therefore,
this adminstration system run out of market and has many problems. In the management of
human resource has no reasonable system. It made oaganization overstaffed and low
working efficiency. Therefore, how to gain the competitive advantages over other media is
an important topic to the whole broadcasting and television industry.
This article is directed by salary management theory and take methods as qualitative
and quantitative analysis about management and economics. Taking the A TV station as a
research object,after a thorough analysis of current compensation and invigoration system
of this TV station, this article points out the existing problem and brings out a new
compensation and performing assessment system. Based on the principles of updating
management and core competence and retaining talent,we design a scientific and
reasonable compensation system. This article points at position analysis and investigate
existing compensation structure. Then elaborates the performance evaluation.and designs a
new compensation and invigoration system. Further, we judge the fairness of this new
compensation and invigoration system. At last we draw a conclution.
This article Takes the A TV station as a research object and designs a appropriate
compensation and invigoration system. At the same time, considering for the reality and
future, it will implement step by step to make this system more reasonable. With the new
system, we can make the TV station have further development.
Key Words: Compensation System Design; Performance Evaluation; Media Industry;
Public Institution;