导　　师： 苗素莲

学科专业： 040108

授予学位： 硕士

作　　者： ;

机构地区： 广东技术师范学院

摘　　要： 实行绩效工资制旨在提高教师工作积极性和提高教学质量。职业教育是我国教育体系的组成部分，在教育体系中与企业联系最为紧密。目前我国中等职业技术学校的绩效工资制度正在尝试阶段，并不完善。部分学校制定的绩效工资方案不够公平合理，不能体现绩效工资的本意，也就不能有效的激发教师的工作积极性。本文旨在从企业薪酬管理的角度，并以高明区某职业技术学校正在施行的绩效工资方案为例，客观、全面地分析中职学校中绩效工资分配方案存在的问题，并总结和借鉴英国与美国实施绩效工资的经验，建议性地提出适合于高明区某职业技术学校绩效工资分配方案的修改策略，从而促进中职学校绩效工资方案行之有效，真正起到提高教师工作积极性于提高教学质量的作用。这无论在理论上还是在实践中都具有重要意义。 本论文在分析时采用实际分析与理论分析相结合、同时还将微观分析与宏观分析相结合的方法，突出使用个案分析的方法，按照“提出问题—分析问题—解决问题”的研究思路展开。 本文分四个部分进行阐述:第一章导论。本章通过对国内外现有研究状况的概述说明选题的缘由和研究的意义。说明研究方法，界定研究概念。第二章中职学校实行绩效工资的意义。通过归纳总结中职教育的特点，结合国家相关政策和薪酬管理理论，引申出薪酬管理对中职学校绩效工资分配方案的指导意义。第三章佛山高明某校绩效工资改革方案案例研究。对高明区某职业技术学校正在使用的绩效工资分配方案，以及该校的月绩效工资分配结果和年终绩效分配结果进行深入分析。结合企业薪酬管理理论分析出该校绩效工资分配方案存在的问题和原因。同时对比其他学校绩效工资方案的优缺点。第四章发达国家绩效工资改革经验及其借鉴意义。总结并借鉴美国和英国绩效工资实施过程中失败与成功的经验，归纳出国外绩效工资改革经验对我国中职学校绩效工资分配方案的借鉴意义。并结合企业薪酬管理理论，建议性地提出对高明区某职业技术学校绩效工资分配方案的完善建议。 Performance related pay（is PRP for short） is a reward for teachers, which is aneffective way to improve enthusiasm and the quality of teaching. Occupationeducation is a part of our educational system.There is a closely link with enterprise.Performance related pay is at trying stage in our secondary vocational school.so it'simperfect now.It is unfair and unreasonable in some school during drawing up this scheme.It is notour intention. This article from the enterprise salary management perspective,taking aperformance related pay proposal for vocational school at GaoMing as a example.Able to analyse the existing problems of PRT comprehensive and Objectively。At thesame time,summarize and draw the experience from Britain and the United States.Some feasible suggestions will be put forward in order to make PRP workable. Itmakes genuine effect on improving teaching quality. It is very important for both theoretical and practical applications. This paper combines the theoretical analysis with the practical systemdesign.Macroscopic and microscopic methods will be used to investigate. According the ideas of discover, analyze and solve problems. This paper consistsof four chapters in all. Chapter1: Introduction. Based on existing research situation at home and abroadoverview of the selected topic reason and research significance, to quantitativeresearch methods, define the research concepts. Chapter2: The significance of PRT in vocational school. Summarizes thecharacteristic of vocational school and reference national laws in order to point thesignificance of PRT in vocational school. Extend the important significance ofremuneration management for vocational school. Chapter3:The study about salary reform of one school in FoShan GaoMing. ThePRE proposal using in vocational school in GaoMing. Take for example GaoMingvocational school. As well as the school's monthly salary distribution results and theyear-end performance distribution results. Combined with the enterprise salary management theory analysis of the problems and reasons of school performancesalary allocation scheme. Chapter4: The experience and reference value from developed countries of PRT.Learns some experience and provides the reference From uk and us. Conclude theiradvanced experiences.and refer to Compensation management in enterprise. Analyzethe important role of secondary vocational school in our education system. Then givesome advices.

关 键 词： 绩效工资 职务工资 薪酬管理 分配不公 中职学校 教学积极性

分 类 号： [G717]

领　　域： [文化科学] [文化科学]