The Research On The Salary System Reform Of University-owned Enterprisesin Beijing Institute Of Education

Salary management system is an important system of human resources management system. Fair, scientific and reasonable salary system can stimulate the potential of employees, attract excellent employees, retain excellent staffs and enhance the cohesion of unit. Constrained by the system and institution, the Chinese salary distribution system of university-owned enterprises has many obvious problems:the thicker inherent idea of hierarchy, the obvious "equalitarianism" phenomenon on the wage distribution, the insufficient elasticity of wage, the weak function of incentive, the unreasonable pay gap between the employees and the absence of internal fair. These factoie seriously affected the enthusiasm and initiative of faculty and hindered the development of the university-owned enterprises. With the reform of the national income distribution system and the establishment of the performance pay system, it is more and more imminent for the university-owned enterprises to develop the scientific and reasonable performance pay system.Based on the inductive research of the existing domestic and foreign salary management, this thesis analyzes the salary system reform of the university-owned enterprises in Beijing Institute of Education and found that the existing salary system has many problems:the lack of incentive mechanism, the phenomenon of the same work with different pay, the orientation deviation of salary distribution, the absence of effective performance pay system and the lack of overall design for the compensation system. Furthermore, this thesis analyzes the necessity and feasibility of the implementation of the performance pay system. Under the guidance of the modern salary theory and the motivation theory, this thesis insists on the principle of the fairness、competition、 incentive and guidance, use the reference of Mrs. Sea law, establish the performance pay system of each position, in order to promote the development of university-owned enterprises, weaken the problem demanding prompt solution. Thus, this thesis is of theoretical significance and practical reference for the salary system reform of university-owned enterprises.