Optimization Design Of The Performance Salary System Of Public Institutions In Changle County

Institutions have concentrated most of the professional and technical personnel in China,and play an important role in the development of China's economy and society.With the deepening of the reform of the economic system and administrative management system,the reform of institutions has entered a new stage,but it is not adapted to the requirements of the development of the socialist market economy.It is urgent to establish an incentive mechanism for the distribution of outstanding achievements,heavy contributions,the inclination to outstanding talents and key posts,the diversity of the situation and the flexibility and flexibility of the situation.The establishment of performance wage mechanism is to improve the service level and efficiency of the enterprise by stimulating the employees' personal performance,promoting the service level and efficiency of the cause,advocating a lot of work,excellent labor,and the income must be inclined to the employees with excellent performance.Through specific income changes,the workers' work initiative and enthusiasm will be stimulated,and then the overall service level and efficiency will be promoted.Our institution has been influenced by the planned economy for a long time.In the process of operation,we have formed a culture with heavy qualifications and light capabilities.If the salary distribution does not focus on the performance,it must be built on the basis of ability,seniority,education and so on,and can not reflect the principle of the distribution of good labor and good labor.The performance salary distribution system is the embodiment of a kind of incentive mechanism.It can make employees clear what the unit advocates and what they want,promote the employees to advance to the goals of the unit,and bind the interests of the individual and the unit interests together.It is a strong support for an organization and unit goal.Therefore,the performance salary system should serve the objectives of the organization and the unit.This goal should be paid attention to the present and the future.In the realization of the performance salary distribution,we must stand in the global height and develop the implementation plan with the vision of development.Performance salary is an income distribution system,and its reform should be a process that can redistribute benefits of the vast majority of people,and should also be an open process and a process of participation.Therefore,every link in the implementation of the performance wage system should be jointly participated by the Party committee,the trade union,the leadership of the Department,the representatives of the masses and even the external experts or the masses.In order to make everyone understand the significance and principles of the implementation of the performance wage,the principles and standards can be recognized by everyone and consciously abide by the requirements.And standard can ensure the implementation and implementation of performance pay system.The research of performance pay system in existing institutions needs further in-depth,both in theory and practice.Only by constantly strengthening the internal distribution of the institutions and optimizing the design of the performance wage system of institutions,can we conform to the trend of the reform and development of the institutions,and it is the trend of the times.In view of the above situation,based on the analysis and summary of the research experience of the existing institution performance salary,this paper takes Changle County as an example to carry out empirical research,and puts forward the countermeasures and suggestions to optimize the performance wage system of the institutions.