事业单位是经济社会发展中提供公益服务的重要载体，在市场经济条件下， 事业单位采用的传统的金字塔型管理组织结构由于缺乏组织弹性，对外部环境 的变化反应缓慢。高新区作为承担行政职能的事业单位，以精简的“小政府” 框架建立起了高效的管理机制。但近年来，高新区逐渐从当初仅负责经济事务 转变为整改区域所有事务，出现“体制回归”的现象，加之政事不分、管理方 式单一、缺乏竞争激励机制等影响了高新区的进一步发展。 ZZ 高新区是 1991 年国务院批准的第一批国家级高新区，如何更好地对 ZZ 高新区管理委会事业编制人员实施薪酬分配改革，是本文研究的核心问题。首 先，论文基于当前国家开发区的用人改革趋势，围绕 ZZ 高新区管委会的发展情 况，结合薪酬激励的相关理论，对 ZZ 高新区管委会事业编制人员的薪酬体现状 进行了分析；其次，运用问卷调查的方法对 ZZ 高新区管委会事业编制人员的薪 酬满意度进行了考察，指出 ZZ 高新区事业编制人员的薪酬满意度情况，以及其 现行薪酬体系存在的主要问题；第三，以“全员聘用制”为切入点，结合国内 典型高新区的改革经验，提出以“干部聘用制改革、实行绩效工资制”为根本 内容的 ZZ 高新区管委会事业编制人员薪酬体系改革方案；第四，明确了 ZZ 高 新区管委会事业编制人员薪酬改革方案的实施保障措施。 论文通过对 ZZ 高新区管委会事业编制人员薪酬体系改革方案问题的研究， 旨在构建起与当前高新区人事制度改革相符的薪酬改革激励机制，促使政府职 能由“管理型”向“服务型”转变，充分调动和释放干部职工的积极性和创造 性，实现人事管理制度由“身份”向“岗位”转变，建立与市场经济体制相适 应的现代行政管理体制。这不仅能够为解决事业单位现阶段面临的员工薪酬矛 盾及人才短缺问题，还能够为推动国家开发区事业编制人员的薪酬激励改革、 提升其我国其他事业单位工作人员的工作质量和绩效提供一定的参考。 关键词，ZZ 高新区管委会；事业单位；薪酬改革；I Abstract Institutions are important carriers for providing public welfare services in economic and social development. Under the conditions of market economy, the traditional pyramid-type management organizational structure adopted by public institutions has a slow response to changes in the external environment due to lack of organizational flexibility. As a public institution undertaking administrative functions, the High-tech Zone has established an efficient management mechanism with a streamlined “small government” framework. However, in recent years, the high-tech zone has gradually changed from being solely responsible for economic affairs to rectifying all matters in the region, and the phenomenon of “return of the system” has emerged. In addition, the political affairs are not divided, the management mode is single, and the lack of competitive incentive mechanism has affected the further development of the high-tech zone. ZZ High-tech Zone is the first batch of state-level high-tech zones approved by the State Council in 1991. How to better implement the salary distribution reform for the staff of the ZZ High-tech Zone Management Committee is the core issue of this paper. Firstly, based on the current trend of employment reform in the National Development Zone, the paper analyzes the development status of the ZZ High-tech Zone Management Committee and the relevant theories of salary incentives. The questionnaire survey method was used to investigate the salary satisfaction of the ZZ high-tech zone management committee staff, pointing out the salary satisfaction of the ZZ high-tech zone business staff and the main problems of the current salary system. Third, Taking the employment system for all employees as the starting point, combined with the reform experience of typical high-tech zones in China, the reform plan of the staff of the ZZ High-tech Zone Management Committee is proposed based on the reform of the cadre employment system and the implementation of the performance-based wage system. Fourth, the implementation safeguard measures for the salary reform plan for the staff of the ZZ High-tech ZoneII Management Committee were clarified. Through the research on the reform plan of the salary system of the ZZ high-tech zone management committee, the thesis aims to construct a salary reform incentive mechanism consistent with the current high-tech zone personnel system reform, and promote the government function from “management type” to “service type”. Transformation, fully mobilize and release the enthusiasm and creativity of cadres and workers, realize the transformation of the personnel management system from identity to post, and establish a modern administrative management system that is compatible with the market economic system. This will not only solve the problem of employee compensation conflicts and talent shortages faced by the public institutions at the present stage, but also provide certain support for promoting the salary incentive reform of the national development zone enterprises and improving the work quality and performance of the staff of other institutions in China. reference. Key words: ZZ High-tech Zone Management Committee; institutions; salary reform;I 目 录 第一章 绪 论............................................1 第一节 研究背景与意义..........................................1 一 研究背景 ......................................................... 1 二 研究意义 ......................................................... 3 第二节 研究思路与内容..........................................4 一 研究思路 ......................................................... 4 二 研究内容 ......................................................... 5 第三节 研究目标与方法...........................................6 一 研究目标 ......................................................... 6 二 研究方法 ......................................................... 6 第四节 相关概念和理论基础.......................................8 一 薪酬的构成及功能 ................................................. 8 二 薪酬设计基本流程 ................................................. 9 三 薪酬激励相关理论 ................................................ 10 第二章 ZZ 高新区管委会事业编制人员薪酬体系现状..........13 第一节 ZZ 高新区管委会概况 .....................................13 一 基本情况 ........................................................ 13 二 机构设置 ........................................................ 14 三 发展目标 ........................................................ 15 第二节 管委会事业编制人员管理概况..............................17 一 人员基本构成 .................................................... 17 二 招聘离职管理 .................................................... 19 三 现行考核办法 .................................................... 20 第三节 管委会事业编制人员的现行薪酬体系........................22 一 现行的薪酬结构 .................................................. 22II 二 实行等级工资制 .................................................. 22 三 实行定期增资制 .................................................. 25 第三章 ZZ 高新区管委会事业编制人员的薪酬满意度调查......26 第一节 调查方案设计............................................26 第二节 数据的描述性统计分析....................................27 一 样本分布统计 .................................................... 27 二 相关性分析 ...................................................... 27 三 差异性分析 ...................................................... 28 第三节 薪酬满意度分析..........................................32 一 岗位薪酬满意度 .................................................. 32 二 激励满意度 ...................................................... 34 三 公平满意度 ...................................................... 34 第四节 ZZ 高新区事业编制人员现行薪酬体系存在的问题 ............36 一 岗位薪酬方面 .................................................... 36 二 激励满意方面 .................................................... 36 三 制度管理方面 .................................................... 37 第四章 ZZ 高新区管委会事业编制人员薪酬体系改革方案......39 第一节 国内典型高新区的改革经验................................39 一 成都高新区的改革经验............................................. 39 二 合肥高新区的改革经验............................................. 39 三 改革成效 ..........