A Research On Salary-incentive Mechanism Based On Actual Performance

Human resources is the core for the modern space research institutions, but at the same time, performance evaluation and stimulant mechanism are the key and important composition parts of human resource management, which playing an increasingly important role on the space research institutes at present and in the future. The competitiveness of space research institutes, however, is the competition for talent. This article points out there being objective dissatisfaction in space research institute’s salary motivation and performance evaluation by analyzing institute’s staff satisfaction survey and departure reason; And how to attract, retain and motivate talented people is the most important part in human resources management. The actual performance and incentive mechanism is imperative to be improved and refined, and it has strong realistic meaning as objects subjected to research.After analyzing particularity of the performance management in detail, the article focuses on salary-incentive mechanism of one research institute of CASIC as an example, studies and dissects its current situation and system of human resource management, then systematically analyses the problems and challenges exist in its actual performance and incentive mechanism. Finally, some views are presented based on actual performance and incentive mechanism-- that are according to the characteristics of the enterprise’ main business and project for a missile, fusing the design thought of the key performance indicator--- the business is explored based on project and builds matching salary-incentive mechanism for it. By contacting its own business characteristics, the article defines the meaning of actual performance and ideas of the applicable performance management for one research institute of CASIC as the example, then creates model formula for the project-cored main businesses actual performance total salary auditing, meanwhile systematically designs multiple-dimension performance evaluation system represented by advanced research and fixed asset investment, and carries out joint action with salary incentive mechanism. Finally, this thesis designs and discusses the practice condition and effectiveness of case for salary-incentive mechanism which is based on actual performance to ensure the salary-incentive mechanism would be manageable.