Reaseach On Institutions' Wage System Reform

Public Institution is the locus of all kinds of talents in our country. It is an important force to implement strategies of qualified talents. Institutions wage system reform is a timeless problem, it is the reform of institutions in the important part. Institutions have experienced four wage system reform, job work systems, structural wage system to the nature and characteristics of job classification of different types of wage systems and then to post the wage system implementation process, described as a step forward, step by step improved, but the current wage system in the implementation process, there are many problems and shortcomings.If wage flexibility is not enough, not fully get rid of the old model of control; wage growth mode single, is not conducive to assess staff performance and contribution; While advocating merit pay, but not implemented in the specific operation Department. These problems restricted the reform of institutions, so the business units from the current situation and the lack of wage system as a starting point to solve the problem that has important theoretical and practical significance. Thus, the implementation of wage reform institutions have a profound theoretical and a wide range of social, distinct times.In this paper, based on relevant theories by wuhan institute of technology of profession personnel income distribution system for analyzing and summarizing the experience, proposed further deepening our institution of the salary system reform Suggestions.The research method basically has the following two:Firstly, the literature research. the method of literature research. The author collected many literature material through various channels, in depth-study on the related theory, and summarized the research achievements and scholars of some experts, so this paper built on solid and reliable basis. Second, the method of case study. Secondly, interview method. The author through some of the meeting in school or for each position working personnel at face to face interview, collect all kinds of effective information, and master the situation of salary to performance.thirdly,the case analysis method. The author uses the Wuhan Institute of Personnel distribution system as an example, and controls the first-hand information in depth analysis, to analyze the current wage system reform of institutions progress. In addition to this introduction beyond the three major components, structural arrangements and details are as follows:Introduction:The main topics of this paper describes the background and significance of the theory and practice. Overviews the relevant theories of wage system theory, reviews the domestic wage system reform in recent years; and illustrates the article of the research methods and writing frames.Part I:Overview of wage system reform institutions. Firstly, the author of the concept of institutions, types, characteristics are described one by one, and thus compensation, salary, wages, the distinction between the concepts of income and well-defined, and the incentive pay system functions on the relevant theories are described, in turn, to obtain the inspiration from theory to construct a reasonable salary system. Secondly, the author described in detail the content of the institutions wage system reform process since the founding of China. Then starting from the practice of several reforms, analysis of the some remaining problems about current wage system and institutions, such as lack of wage flexibility, the platform is too large, a single mode of growth in wages, and performance evaluation needs to be improved part of the role in allowance is not obviously and so on. Finally, with the background of the current reality, after the analysis of wage system for promoting the development of major significance, the proposed reform of its necessity.Part II:Using the wage system reform program of Wuhan Vocational and Technical College as an example, with the wage system reform of its in the practice, through empirical research, the writer analyze othe characteristics of its reforms, including job category, responsibilities and performance standards of allowances setting, post appointment and assessment, implementation of measures of income distribution, the implementation of its reform program and conducted in-depth study, and the author sums up the school based on the actual situation in the wage system reform results achieved, in addition to analysis of face of the current school reform, merit pay system is still facing problems, which we study and implement the wage and institutions to further reform of the system has a very important reference.Part III:It mainly discussed the deepening of the income distribution system reform measures to be taken. How to deepen the reform, the author proposes some of insights: First, It is to reform vigorously the institutional mechanisms and institutions for wage reform to create a good environment. Starting from the one hand, Not only are we required to clear the functions of the institutions, the establishment of performance management system, standardize operation mechanism, and to improve talent management institutions to achieve to the administration, standardize administrative power, but also to establish a market economic distribution concept, the introduction of competition, the times trend. Second, it is to refine the pay for performance management, wage system reform to build the composite salary system, establish a performance-based pay system and salary structure, diversity, and to rely on pay for performance driven organization positively, thereby encouraging the team to enhance their service level and efficiency. Again, the adjustment should be to establish a scientific mechanism, such as an open system and objections mechanisms, improve the performance review process, etc., in order to protect the diverse complex pay system implementation. Finally, it is to improve the rule of law about the wage system reform, and to strength the protection of the wage system reform foundation. Only complete the above aspects, in order to protect the institution of steady wage system reform to move forward smoothly.The innovation of this paper are following aspects, firstly, focus on empirical research, the author use the Wuhan Institute as the study, collected of first-hand information widely. For the wage system reform of Vocational and Technical College, the author use the case analysis. Secondly, using case studies as the basis for the reform of public institutions, it offers some innovative proposals, such as the reform of institutions to be strong performance management system and operation mechanism, improve talent management practices, and achieve to "executive", the introduction of competition mechanism, so as to create a good wage system reform, and to built a good environment for reform; Then it is also proposed to refine the pay for performance management, the formation of multiple pay system to encourage organizations and individuals to enhance their level of service and efficiency; Furthermore, in order to protect the diverse complex pay system implementation,is to establish public mechanism and the objection mechanism, and to improve the evaluation process, etc., Finally, it is to improve the the rule of law about wage system reform., and to strength the protection of the wage system reform foundation.