Study On Optimizing Salary System Of Geological Exploration Institutions

Since the Institution’s income distribution system reform in2006, geological exploration institution establish the performance-related pay which includes post salary, pay salary, performance salary and allowance four parts. Implementing job performance-related pay has played an important role to arouse the enthusiasm of employees, but also has certain insufficiency, mainly as post setting and management lag, the wage system emphasis on education, title and length of service, to get rid of the status of seniority mode and eat mess-hall food; Followed by the overall income level is low, basic geological exploration units between wage and labor market, especially the income level of high-quality talent, there is a big gap compared with the same industry in other enterprise, resulting in the loss of high-quality talent; Finally is the single mode of allocation, insufficient incentive effect, a lot of geological exploration units often take the project performance wages as a salary, making weak correlation between employee income and performance contribution, leading to the enterprise’s incentive mechanism lacking of fairness and guidance.Geological exploration industry is the foundation of the national economy industry, having the responsibility for national economic development and the development of natural resources. How to make the geological exploration units into market, achieving market allocation of resources, is the difficulty of the reform. As an important content in the reform of geological exploration unit system, reform of the income distribution system, on the content and methods, should be in line with both conducive to deepening the reform of the income distribution system, but also to promote exploration units. We shall practice a system of employment, post management, and other various reforms, to gradually establish a system focus on equality, on microcosmic reflect motivation, reasonable relationship and specifications order.This article, through the literature reading method, empirical analysis, comparative analysis on the geological survey at the108team salary system in Liaoning province, to carry on the investigation and study, put forward the optimization ideas:on the basis of post evaluation, establish a post to distinguish between the standard of value and the actual contribution of compensation system, which is competitive external and fairness internal, finally points out that job setting and evaluation is the foundation and prerequisite for108team’s implement compensation system optimization, its focus is to determine the optimum design of the internal and external compensation of positioning. And it emphasizes that pay system optimization is a long-term system engineering, needing to constantly explore.