本文首先对选题背景做了概述，通过绩效管理理论研究论述，提出事业单位
绩效管理中普遍存在的问题，具体分析 F 电台的绩效工资管理现状，设计出一
个通过岗位评价，从岗位胜任角度来衡量制定岗位绩效工资系数为基础；以平
衡和激励为目的的浮动系数叠加方式增强绩效管理效果；以竞争上岗、绩效反
馈和沟通等配套确保绩效管理的有效实施的一整套绩效工资分配管理模式，对
于其他事业单位乃至其他公共管理部门也具有推广和借鉴意义。
关键词：绩效工资；分配方案；设计
ABSTRACT
Performance management plays an important role in human resource
management. It is considered as a useful tool in the development of modern
enterprises. With years of development, the concept and theory of human resource has
not only been used in companies, but also furthered to public administrations. As the
reform of the government moves on, performance management has been used in
public service unit to a certain extent, however, it is still a very new concept and
needs further studies on theoretical levels and need to be proved in practice. Starts
with an analysis on basic theories, this thesis summarizes the general patterns of
performance management in non-profit organizations and with considering the
management of performance-based pay to knowledge worker, it discusses the design
of performance salary allocation scheme to F Radio Station, and finds out solutions
on how to improve its efficiency. The writer also tries to find out a model of
performance management that can be used positively in F Radio Station as well as
other public service units and public administrations.
This thesis starts with an introduction of public service units in China, and
summarizes the relevant theories used hereinafter. The writer enumerates the
deficiencies of performance management used in public service units, introduces the
situation of management of performance-based pay in F Radio Station, and tries to
find out a management system of performance salary allocation, that sets job
performance wage coefficient by job analysis, Strengthens the effect by adding
floating coefficient, has competitions to get a job and considers highly on
communications and feedbacks. This system suits not only the F Radio Station, but
also is worthy to be recommended and applied in various public service units and
administrations.
Key Words: performance-related pay, allocation scheme, design
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