Research On The Compensation System For The Specialized Technical Person Of The Institution Unit In China

Enter for 21 centuries, the knowledge and technique are gradually becoming one main strength of pushing society development. Public institutions are the important front to gather all kinds of talented people and invigorate the country through science and education. Therefore, how scoop out potential of the person who the knowledge and technique carried, raising the efficiency of human resource distribution, become a key problem that the institution unit must to face. The institution units are state-owned and supported-by-finance organizations which engage in education, science and technology, culture, hygiene and sports. According to the principle and methods of the modern compensation management, this paper focus on compensation management of professional technical persons .On the basis of this,the author puts forward the broad-banding compensation solution.In west, human resource become the front runner during their social reform, with regard to human resource, west has obtained abundant experiences, part of them, like Market principle, Ability principle, Easiness principle, can all make us beneficial。The broad-banding compensation is one of effective methods which accounting for the traditional compensation of Chinese corporations and encouraging the person reasonably.The thesis first introduces the concept of public institutional organization and its distribution system, then analyses the drawback and reason as far as talented people encouragement is concerned. Have stated the research background of the thesis and research meaning at first, has defined the relevant concepts, on the basis of the thing that carry on the survey in studying the current situation both at home and abroad, have introduced the main content of this paper and train of thought of research。The second part is the relevant theory of compensation system and encouragement and restraint mechanism of the public sector. The third part analyses the public sector's compensation system of our country and current situation of encouragement and restraint mechanism. on the plate of"performance is behavior", this thesis deals with the contextual performance management system of knowledge worker。The fourth part designs the way of professional technical person's salary. Finally the thesis gives suggestions to how to perfect talent encouragement system in public institutional distribution。So, only when designing scientifically and with reason,pushing forward under arrangement, can the public institutions get the success。...