Research And Design On Salary System Of Jilin Province Electric Power Hospital

With the accelerating process of marketization, public hospitals need to change our thinking, promote the reform in order to survive in the competition.Core issue is the reform of the pay system, involves the vital interests of each person, so building on the scientific theory of reasonable, fair and efficient compensation system is the focus of this article. This article first analyzes the compensation theory of research at home and abroad, domestic status quo and problems of public hospitals, and focused analysis of the Hospital of Jilin province electric power with regard to remuneration issues. Second on compensation design tools for a wide range of research and comparison, mainly uses the point method to complete post performance salary wage. Of Jilin province electric power pay the hospital system redesign, based on a job analysis, write a post description, job evaluation, job level, performance, and then to pay wages. Implementing post wage is implemented the performance pay to post combination of pay and performance reviews, implement the principle of distribution according to work, improve the fairness of distribution and incentive. Post performance salary proposed the key. The salary level of contrast was investigated. Last list the salary system for the implementation of the specific measures and the improvement of the welfare system.This thesis analyses through an instance, use the salary pay system theory and tools of modern management theory in Jilin province electric power design and implementation steps of the hospital, The conclusion is that the scientific pay system is a human resources and enterprise strategy implementation core. Efficient and reasonable salary system can motivate the enterprise managers and staffs work enthusiasm, contribute to the enterprise strategic target realization. Job analysis and job evaluation is the foundation of salary design. Each job duties, qualifications and work the results of classification and regulation, by post evaluation to reasonable level positions, and determining the corresponding value and reward system, that is the salary design foundation. And also the realization of internal fairness guarantee. Applying it in practice, further improve the core competitiveness.