Research On The Performance-based Pay Reform In Chinese Institutional Organizations

In traditional institutions to implement the distribution system has been difficult to adapt to the needs of economic development in the context of now, because our country’s market is more and more mature, the institution performance salary reform appears, can accelerate the development of institutions, the institution is pushed to the market, perfect the incentive mechanism, and fully mobilize the enthusiasm of worker work and enthusiasm. However, performance pay for many institutions still is a new thing, the lack of the experience that can draw lessons from, causes the present our country institutions in the implementation of performance salary appears many problems. To solve these problems, can not only promote the western performance wage theory in our country environment applications, but also for our country the reform of the institution will also provide some inspiration and help.This article take our country institutions performance salary reform as a foundation, has analyzed our country the reform of institutions and slow process, analyzed our country institution reform goal and principle, elaborated our country to execute the performance salary purposes and to further in addition to compulsory education schools and promote the implementation of performance salary reform, still exist what problem and difficulty. This article also in our country the performance salary reform problems encountered the following points:firstly, summarize the performance salary system in grassroots units is relatively backward, it is difficult to quantify index. Secondly, the country temporarily not able to determine a per unit of performance salary in total, for financial investment should be how to determine. Finally, there are still many unsolved problems such as nonstandard opaque allowance, on the part of workers can not play an effective incentive and so on. Then this paper on these problems put forward the following three aspects: one is the solution of the institution should as soon as the perfect classification, priorities; two is to implement as soon as the institution performance salary reform of fundamental; three is a must to pay attention to the performance of the salary reform of the most basic work, to pay for performance assessment evaluation system of scientific, and to standardize the clearing allowance; three is to promote the performance salary for employees incentive effect, at the same time to do a good job and staff and effective communication.