The Total Rewards System Design And Research Based On A Survey And Design Institute

The paper takes the Survey Design Institute A as a study object, and aims to design a comprehensive reward system which can stimulate staffs'enthusiasm and then helps this institute sustainable development.Firstly, by investigating locally, we collected such information as the basis survey, culture of this institute, compensation system and other relative materials. Secondly, first-hand information was collected by interview and questionnaire. Then, we analyzed the dates in order to reveal the deficiency of compensation management of A survey and design institute as true as it may be to find the reason behind it. Thirdly, we summarize the basis of theoretical and practical, establish the principles,consider about the target of the design. Finally, at the theory of total rewards guide design the basic structure, economic and non- economic compensation system.The economic compensation system focused on established a basic wage system which based on individual performance and external environment; a bonus system which combined enterprise and team performance; a flexible welfare system. All this method made in order to incentive employees as far as possible, but under the control of the total wage compensation. The non-economic compensation system, taking the special needs of technical personnel and the institute of A's development into account, through job enrichment, organizational restructuring, career development, training, corporate culture, and some"green"incentives method to meet all the needs of staff. Such as achievements needs, self-realization needs, career development needs and so on. Through economic and non-economic compensation's combination to enhance the degree of satisfaction, improve the return on human resource investment. Through scientific evaluation system, a sound monitoring system and effective communication channels to ensure this system effective implementation, to ensure A design institute sustained and stable development.The result of the paper will play a direct role in guiding the reward management of the A design institute, and play a draw reference for other enterprises salary systems reform which facing similar problems.