Research On Problems And Countermeasures Of The Implementation Of Performance Pay In Tongling Institutions

With entering the 21st century, China's rapid economic development, has made remarkable achievements. The market economy is more mature, increasingly powerful national strength. These achievements can not be achieved without China's great strategic policy of reform and opening up. Although China's socialist market economic system has been developing and improving continuously, great achievements have been made in the economic reform, but the reform of China's political system is still very slow. To continue promoting the development of China's economy, we must speed up the transformation of government functions, improve government efficiency, improve the quality of institutions. 'With the continuous reform and perfection of the socialist market economy with Chinese characteristics, the State Council undertook a series of reforms to the management of institutions in order to better meet the needs of market economy development. The performance wage reform of institution is an important part and the most difficult part of the reform of institution in our country. It is a necessary requirement to establish a socialist market economy to adapt to the characteristics of our country. Since the beginning of the implementation of performance pay system in 2010, the reform has achieved initial results, changed the phenomenon of institutions to overstaffed, to improve the work efficiency of institutions, institutions more actively into the market economy development, to better serve the The operation of the market economy. However, there still exist some problems in the implementation of the performance wage reform:the impact of the backward performance concept, the lack of reasonable and practical assessment system, the performance of fair assessment difficulties, the total fixed salary and so on. For these problems, if not properly resolved, it will seriously affect the performance of the performance of wage units in China, and ultimately difficult to complete the expected performance of wage reform purposes.Based on the close observation, this paper explores the performance-based wage system of grass root institutions, and analyzes and studies deeply the relationship between the performance of grassroots institutions in the implementation of performance pay The problem. Based on the theories of motivation theory, equity theory and distribution according to work, this paper studies the general situation and the reform background of the institutions in China, introduces the reform of the performance pay system in Tongling, obtains the fruitful reform results and the advanced experience. This paper analyzes the problems and the causes of the problems in the implementation of the performance wage system in Tongling municipal institutions and puts forward some effective and reasonable countermeasures. It is hoped that the establishment of these measures will not only improve the internal vitality of institutions, but also help to improve and perfect the performance salary system of institutions; give full play to the incentive effect of institution performance pay; help institutions to further promote. It is great significance to perfect the social service system and promote the reform of the personnel system of the institution; to establish and improve the fair, efficient and reasonable performance-based salary system of institutions.