S Institute Of Electronics, After The Reform Of The Pay System Research

Along with deepening reform of socialist economy system, military industry institutes gradually evolve from stated-owned enterprise to corporation system, taking part in social market competition directly. Scientific inspiration and encouragement of staff members plays a key role in deciding whether institute after system transfer will have market competition capability or not. As an important component of staff inspiration and encouragement, salary is drawn attention from leaders and managers of institute. From conventional salary system of scientific stated-owned enterprise to market-oriented competition, to improve work achievements, establishing strategic-guided salary system, is an important content for managers in new era to explore.S electronics institute is one of the first established institutes after founding of People's Republic of China. Under planned economy system, research expenditure is from government and forces appropriation. In 2002, S institute transformed to corporation system, entering market to take parting social competition. After continuous effort, salary system matching S institute situation and industry characteristics was gradually established. Thus, great power support is provided for S institute strategic development in existing market. Economy benefit is improved continuously, salary of staff members is gradually increased. Along with further development and exacerbation of market competition, some phenomenon such as"Rich solider is difficult to be leaded, Staff is difficult to dispatch, Team work concentration is weaken"appeared, which hindering effectively operating of S institute, impacting negatively on further enhancement of market competition capability.In this paper, function and improvement of salary in staff inspiration and encouragement of S institute is studied. By way of collecting relative information of S institute, scientific research, system infrastructure, staff, status quo at home and abroad, evolution historical salary system and existing salary system constitution and operation is introduced. Problem and harm for salary system in practical working is pointed out. Combined with salary design theory, salary calculation elements are analyzed. With help of position evaluation theory, relative value of position is evaluated. Furthermore, employee requirements characteristics are analyzed utilizing encouragement theory. From organization design system, implementation system, solution is trying to be offered to solve salary fairness and insufficient encouragement. On the other hand, salary of researchers and managers is re-designed and improved, implementation and effect of salary system is evaluated simultaneously.For institute transforming from stated-owned enterprise to corporation, establishing its own market-oriented and competitive salary system, some advice in this paper is suggested.