Research On Incentive Salaries In S Rock And Soil Unit Staff

In production or business management， the people is the most active factor ofproductivity，also is the key to core competitiveness. Discusses how to effectively motivate topeople，make people more active in working，bring benefit for the unit efficiency，promoteenterprises comprehensive reform is of great significance. And in the process of motivatingworkers，salary is undoubtedly the most sensitive and most effective way. The focus of thecontemporary human resources management is how to adopt effective way to motivate staff’senthusiasm，it is just as important in business unit. especially with practical significance in thedevelopment of management mode has Chinese characteristics of an enterprise in.With the gradual formation of the socialist market economic system and the continuousdevelopment, has greatly promoted the reform of self-supporting institutions in china. How torealize enterprise personnel management self-supporting institutions, and seize the opportunemoment to explore suitable for the socialist market economic system and institutionscharacteristics and the road to success, which is the theoretical and practical problems in currentinstitutions of management main face. In this paper，by the methods of literature reading，questionnaire and on-the-spot investigation，the S rock and soil as the research sample, Sgeotechnical unit to obtain first-hand information，understanding the present situation of humanresources and S unit salary incentive management status，and the current compensation system ofS geotechnical units on the former research，in order to understand employee attitudes andexpectations about the present situation of the unit pay，analyzed the S geotechnical unit of themain problems existing in the current compensation system. through the survey found, salarymanagement system in S rock and soil unit issues mainly to have: salary system is not perfect,the incentive effect is not obvious; the average of special post salary distribution, no difference;the compensation to the position as the core; in salary distribution over emphasized educationand service the lack of incentive. The main existing problems in performance appraisal:performance evaluation fuzzy, formal assessment process; pay attention to performanceevaluation, neglecting moral evaluation。At the same time，guided by the modern phasecompensation and incentive theory，through the use of heidegger’s work evaluation system for geotechnical unit S key positions to score，and based on this，advances the internal and externalcompensation investigation，through a series of standards，rules and professional approach，toclassify each position in the market，summary and statistical analysis，form can objectivelyreflect the current state of the market salary survey report，provide S geotechnical unit paydesign aspects of the decision-making basis and reference. In this paper，by using the KPIperformance appraisal system of the organizational goals，work content and responsibilityembodied，make KPI evaluation system has become an important standards，staff performanceevaluation for S geotechnical company compensation management to provide feasibleSuggestions.