The Study On Salary System Design Of Ya'an Broadcasting And TV Station

The 21^st century is an era of talented person competition. The special character of broadcast TV stations, which means public institutions run like enterprises, determines that they must survive and develop in the tense market competition, deepen reform and perfect the present personnel management system. Compensation system plays an important role.Many scholars have studied compensation design. This paper analyses the concept of compensation firstly, secondly arranges and generalizes the compensation design system in the light of economics and management, defines salary management and salary system and analyses the new wave in the development of salary management, which are the foundational theory when we design compensation system. Based on the particular character of van'an Broadcasting and TV Station, its salary system have gone though two different stages. In the first stage, the traditional wage distribution system of the public institution was implemented, which was far from suited to the needs of socialist market economy. So the salary system of second stage was set up. This system, which was put into practice more than 3 years ago, causes that the egalitarianism phenomenon is a very serious matter, the structure of salary is easy, feasible assess system is lacked and effective incentives can't be achieved. Therefore, on the basis of analyzing the goals and principles of salary system design, we design salary system of yan'an Broadcast and TV Station. The features of this new salary system lie in:(1) Establishing an outstanding achievement-oriented salary design system, whose an important part is performance wage and block grant. We place more weight on the performance evaluation because performance wage is immediate rewards of present performance.(2) Performance examination must stand on scientific method, program and index. When we determine the examination index, scientific methods, such as balanced scorecard should be used.(3) Post analysis, which is the basis and important part of salary design, must employ scientific method to analyze and evaluate. This paper applies hays systematic law, which method is relatively matures, to divide the posts of the whole station into 13 posts in order to reflect the different value of different post.The new salary system shows incentive, increases justification. However, there are some areas that require improvements.