H Institute R&D Personnel Salary System Of Diagnosis And Improvement

In order to further promote scientific research institutions for entering the market, accelerate scientific research achievements into productivity speed, and promoting the development of science and technology, improve our scientific competitiveness. In April1999, former state economic and trade commission management10scientific research institutions subordinate242, the overall implementation of the reform of the management system for the conversion of the independent operation and their own profits and losses, and thus is a technology-based enterprise state-owned research institutions started the prelude of the reform of the management system. China belongs to local government at all levels in scientific research institutions also began appearing so far, change enterprise’work, all the country level, all kinds of high scientific research institutions to convey the transational over2000.Theoretically, state-owned research institutions after the reform of the management system in operation mechanism, should the past institution operation mechanism into enterprise operation mechanism; In the human resources management mechanism, between staff and research institutions shall be made by the "iron rice bowl type" lifelong employee relations, into contract contractual relationship. The enterprise shall have the right to decide according to their own management need, the right to remain independent, employees in making enterprise staff’s salary distribution system. But, from the actual change after the transational ten-thousand-enterprise situation, the scientific research institutions after appearing in incentive mechanism establishment and reward management is still widespread problems.In the face of such background, this paper, through examples and investigating a typical significance factory. the research institutions-H compensation system and its implementation academy current out, the main problems of improvement, and construct a new set of R&D personnel salary system.The main content of this article:1, in case investigation H compensation system and its current research institute of implementation, based on the main salary management and incentive theory, control the domestic and international advanced salary management and incentive mechanism, the latest achievements of research current salary system of diagnosis nays, find out the existing problems, and further analyzes the main reason for the formation of these problems.2, influence and restricting H institute R&D personnel salary decisions, the article analyzes the main factors of R&D personnel current nays compensation system modification of necessity, guiding ideology and guiding principle.3, construct a new set of H institute compensation system in R&D personnel balance of justice and efficiency, associated with reward, contribution both, process and result under the principle of work, establishment of workload and performance evaluation standard for short-term salary system and to enjoy results in a certain period with achievement transferring usufruct truncated (achievements transformation of truncated) and give the long-term compensation system R&D team chief certain salary distribution autonomy, thus achieve the maximization of salary incentive effect.The article uses theory analysis, comparative analysis, examples investigation and analysis and quantitative and qualitative analysis of combining research methods, such as analysis to construct a new set of H institute R&D personnel salary system. The salary system construction, in addressing the nays R&D personnel the main problems of salary system at the same time, but also for other similar research institutions R&D personnel salary management offer reference.