Study On Salary System Of Technical Staff In Zhuzhou Television And Broadcasting Station

This paper combines the theoretical analysis and empirical analysis approach, mainly focuses on the qualitative analysis, supplemented by some quantitative analysis. First, this paper introduces the basic situation of technical staff working in Zhuzhou broadcasters, including the organization structure of technology center, the current pay system and the processes of paying technical staff. This paper then analysis the problems of current pay system, including lack of strategic orientation, weak positions value and lack of dynamic management. The main reasons are the following: (1) management system problem, job wage system is a product that happened in a transition from a planned economy to a market economy, with the socialist market economic system gradually establishment and the deepening of reform of state institutions, job wage system has been exposed many problems in the actual operation. And to a large extent, it hindered the normal internal distribution unit. (2) Historical limitations: technology center is a secondary unit of Zhuzhou broadcast television. It combined resources from Zhuzhou Radio and TV. In early days, the leaders mainly focused on media management. All of the reform policies and measures are aimed at the media management. Technology center has become a forgotten corner. (3) The technology center’s management leadership is appointed by the Zhuzhou radio and television executive, relatively older, relatively rigid ideology, no real attention from the ideological roots of human resources.Based on the analysis of staff pay system in Zhuzhou radio and television technology center, the paper developed a new pay system. The new pay system aimed at effectively stimulating employee enthusiasm, promoting the internal organization balance and promoting competitiveness. Its principles are fairness, justice, motivation, economic and legal. According to the basic salary package design process, this paper proposes a basic strategy of the pay plan. At last, the new pay system design was formed. In order to make the new pay system implemented effectively, this paper proposes a pay system implementation strategy, security measures and effective monitoring. (1)Implementation of the strategy: establish effective communication channels of decision-making; improve performance evaluation system; build corporate culture compatible to the incentives. (2) Security measures: do good jobs related to basic management; enhance overall technical staff pay levels, emphasis on public participation in decision-making and supervision of staff. (3) Effect of monitoring the implementation of pay system: incentives for monitoring, promoting the role of human resources, compensation system, good results.