Compensation System Optimized Of Scientific Researchers In The NS

With the entrance into the 21st century and the development of the management practice, the theory of compensation management is progressing and consummating. No matter in the content, mode and the way of design, it has greatly developed and brought the inspiration into full play in the practice of human resources management. As the most important means in the inspiration mechanism, compensation inspiration is an effective way commonly used in the community nowadays. If the compensation inspiration can be brought into full play, the aim of "double-win" between the community and the staff could be achieved.The paper analyses the compensation system of the scientific researchers in the NS, has found out the existing problems and then optimized the compensation system, regarding NS as the research object and combining with the elementary theories and methods of current compensation management. Firstly, aiming at the problem that the post compensation is not related to the post value and with the point-factor method, pass scientific judgements on the post of the scientific researchers, make the relative value among different posts explicit. On the basis of that, establish the corresponding compensation differences and guarantee that post value is directly related to the post compensation to solve the problem of internal fairness of compensation distribution. Secondly, in the design of compensation system, adopt different compensation distribution schemes among the scientific researchers of different levels, for example, for the key talented who takes up elementary theory research and so on, take the stable and fixed compensation as the main compensation, put up the Broad-Brand compensation construction and increase the ratio of the fixed compensation; for other scientific researchers, adopt the post performance compensation and increase the performance compensation and its ratio in their compensation, meanwhile, in the performance evaluation index, give prominence to and assess the tangible achievements of the scientific research according to the achievements, the quality and the assumption of the scientific research to inspire the staff. At one time, pay more attention to the inspiration of welfare plan and non-economic reward in the compensation design. In view of the independence and differences of the scientific researchers, in the design of the welfare, take the self-help well-being in the shape of menu. The scientific researchers, according to their own will, can make up their own package welfare plan in the prescribed range to meet their individual needs; in the non-economic compensation design, increase the internal compensation in terms of providing the chance of personal development, flexible work time, showing concern on the sensibility, improving work environment and so on.The optimized new compensation system is not only fair inside but competitive outside, and it also can give full scope to the inspiration of the compensation system so as to attract and retain the key talented persons and win the competitive advantages for NS. The new system will also offer the reference to the compensation management and design of other research institutes.