Research On Performance Pav Reform Scheme Of Units C

The public institutions are an important type of social organization unit, which are bearing important responsibilities of supplying public goods and services. They are not only of large quantity, but also complicated organizations. Most of the public institutions are funded by the government, and due to the historical reasons, they often use the same personnel management pattern with the administrative organs. With the development and improvement of China’s market economic system, government institutions disadvantages come to light, and the original government institutions operating mode and salary system are obviously not suitable any more. Bloated, inefficient, lack of social supervision and service awareness are common problems of the institutions. Therefore, most of government institutions suffer from inefficient public services to varying degrees. In view of these, the purpose of the research is to analyze the merit pay reform programme of assigned corporate unit in Chengdu based on the corporate units with the ongoing merit pay system since2006. This study will discuss the issue from the following several aspects.1. To explore the government institutions salary reform history and current situation. For a long time, the government played multiple roles like the holders and the administrators. And the institutions play the role of the government public service derivatives. The institutions’personnel system and the salary distribution system are attached to the government’s personnel management system. This article first reviews and summarizes the characteristics of public institutions of our country, properties and development, as well as China’s personnel system reform process, in order to clear the background and target of the wage reform.2. According to the ongoing reform of the public institution performance pay and reform public institution, this article will analyze the situation and the problems of the reform, based on the institutions C of Chengdu.3. This article takes the institution C as an example, using the motivation theory, compensation theory and the performance theory, and puts forward the performance pay reform scheme of institution C, to provide the reference for the similar institutions’performance pay reform.When designing the performance pay distribution scheme of unit C, this article puts the employees’daily work situation and their department annual target completion into the assessment, which makes both the evaluators and the evaluation content more comprehensive than it is before. It is not only helpful in reducing the level of egalitarianism in income distribution, but also beneficial to the promotion of organization’s performance and the organization culture.