Research On Performance Wage Reform Of Public Welfare Institutions

Public class institutions are the most important elements in social organizations, provide important public goods and public service, its sheer quantity and complexity of the organization. In China, class public institutions are mostly funded by the state, and with intergovernmental executive or immediate subordinate relationship exists, extremely close contact with the government, due to historical reasons, mostly for public welfare institutions also follow and learn from the executive The personnel management model. Follow the development and improvement of China’s economy, public institutions of long-standing class highlights there is a clear public interest not meet the original class institutions operating modes and reward systems. Public class institutions such as the executive agencies generally showed bloated, significantly lower productivity, lack of social supervision, staffing, poor sense of service, these problems impede the Commonweal institutions to improve efficiency and enhance the service capabilities, severely restricted the development of public institutions category, resulting in overall growth in public demand and the shortage of public goods have become increasingly prominent contradictions, problems of low efficiency of public services exist to in most of the institutions in our country. In recent years, China implement the reform of institutions for public institutions in order to solve the drawbacks of the reform is the focus of the reform of the personnel system. In this paper, based on the reform of public institutions pay for performance implemented in 2009 and promote the reform of institutions which started in 2011, to carry out research of public class institutions pay for performance reform program about Beijing G Unit. Specifically, the paper discuss the following aspects.First, the history and current situation of wage reform institutions for public welfare to sort out a clear background and direction of reform. On the one hand, China’s government has long played a public service class institutions organizer and administrator of the multiple roles, on the other hand, institutions of public welfare in income distribution and personnel attached to government agencies and long-term income distribution and personnel system. Therefore, this research institution for public welfare performance pay reform need the first institution of public welfare in China characteristics and properties, and China’s personnel system reform process to sort out and summarize, in order to clear discrimination of wage reform institutions Background and direction.Second, by and with the current ongoing public class institutions pay for performance reform, with the basic theory of human resource management compensation, performance and performance management in a institution unit G Unit Beijing as an example, the unit from Beijing Since reunification deployed to carry out performance pay reform, in terms of job performance wage implementation and effects analysis, etc, in order to analyze the current reform of public institutions pay for performance and current performance pay wage system problem.Third, when combined G units, use of human resources management theories and methods salaries, incentives and other proposed advancing the next step of performance pay reform programs and safeguards in G unit, and to evaluate the proposed scheme, this paper attempts to Public class research institution with a government function performance pay reform progressing smoothly reference.In the design of this thesis case G unit performance wage distribution program, through the distribution of performance pay full-year objectives and tasks of daily work for employees of G unit, its full-year comprehensive evaluation, as well as the completion of the entire department together. Whether the content of the assessment and evaluation of the subject over previous salaries to performance more comprehensive, reducing the extent of income distribution, but also help G Unit to performance pay reform as an opportunity to improve unit performance and facilitating organizational culture improve the atmosphere.