Improvement On The Performance Appraisal Based On The Overall Salary System

With the rapid development of science and technology and the increasing competitionin the labor market, the companies are facing the very challenges unprecedented. Thepersonnel air the lifeblood and the competition of the companies. And it is the keyfactor for the companies to win in the competition.The crucial measures for companies to maintain the core competencies are how toattract and retain the human resources and stimulate their enthusiasm and initiative. Itis the total pay mode based on performance appraisal that runs through these coretasks mentioned.It is significant to set up a scientific salary management system for enterprise’s corecompetitiveness and competitive advantage stimulating staff’s enthusiasm andinitiative and to improve the overall competitiveness and sustainable developmentcapacity.The time of now for the geological exploration is the transition from being institutionsto being enterprises. Development on the basis of market is the national policy, andthe current trend for geological exploration.But, the pay distribution of geological exploration is following the administrativelevel and the model of institutions. Inadequate incentives destroy the distributionaccording to work an make the serious brain drain. It is unsuited to marketcompetition. For the reasons of that, Exploration to meet the requirements ofenterprise development.Institute of Geology and Mineral of S (be called S for short) is the object of study ofthis text.We will discuss how to improve the existing compensation model and how to applythe performance appraisal results into the pay distribution and draft the total pay modecompatible with market economy. We will use research methods as followed:interview survey and the theoretical research, statistical analysis and case studies,qualitative analysis in the text.This paper has six parts. The first one is Introduction, which describes the researchbackground, purpose and meaning and the logical thinking and research methods.The second part is on the basis of theoretical analysis of domestic and internationalincentive compensation and performance appraisal, and makes an introduction of acomprehensive theory of the concept of pay and Introduces the basic theory of fullcompensation.It describes in detail the pay for the full meaning of the model development,characteristics, design principles and other content.It third part studies the current situation of S. It obtains first-hand information through interviews and salary survey methodology which are very important as the basicinformation of pay model designation.The forth part finds some common problems through the analysis of the questionnaire.And it analyzes the causes leading to these problems.The fifth part is on the basis of the analysis and research in the above.It focuses on the designation of performance appraisal indicators by designing thecomponents of the total Pay Mode. It applies the performance results to the externaland internal salary pay. It optimizes the designation of the current pay model of the S.This part is the emphasis of the whole paper.The sixth part is the conclusion and outlook. It summarizes the whole paper.The text analyzes business development strategy and improves the enterprise’sexisting pay model, which are against the overall strategy and core values and fromthe actual situation of enterprises. The author hopes that it could provide some usefulinformation for the enterprise’s construction meanwhile improve the status of salarymanagement by the study of the paper.