Optimization Of Post And Salary System Of Two Kinds Of Geological Exploration Units Under The Background Of Classified Reform

In 2014,on the basis of the views of the Central Committee of the Communist Party of China and the State Council on the implementation of the reform of the classification and promotion of public institutions in Anhui Province,puts forward the classification about advance geological exploration units to implement the views of standardized management and deepen the reform of the state-owned geological prospecting units,classified as a class,class two units and production units.As the two category of geological prospecting units,production and operation are allowed,but no cross industry investment is needed.We should gradually separate enterprises from enterprises,divest enterprises and establish property relations based on assets.For the part of the business,it will give 3 years of transition.The fiscal expenditure in the transition period will be fully allocated.After the transitional period,the difference will be allocated,and the funds will be allocated in the form of public welfare projects.Anhui Province issued the notice on the implementation of the performance salary of other institutions,and the geological prospecting units began to implement the post performance salary system.The wage structure is divided into post wage,salary level,Tianjin subsidy and performance salary.At present from E team,because of the mechanism system,plus internal management issues,and the majority of the country,the performance pay system has not achieved the expected results,mainly reflected in the performance evaluation of the lack of quantitative indicators and operational,separation of personnel and personnel,evaluation in the form;There is no post compensation system based on post evaluation,the seniority is serious,the effective incentive is insufficient,the brain drain is serious;Policy pay distribution can not open the gap,floating pay part of the arbitrary,failed to reflect the theory of wage differentials,performance pay theory.Based on the above situation and problems,this paper analyzes the current salary management status of E team through literature reading,investigation and case analysis,finds out the problems,and puts forward the idea of further optimization,that is to establish and improve the post performance salary system under the policy framework.According to the separation of enterprises,improve the division of functions,the formation of WHLH Co.Ltd.,re set positions,job analysis,job description,formulate post evaluation criteria,post evaluation to the post,set up posts and posts,and compensation.At the beginning of the implementation of the performanceappraisal,according to the strategic objectives of the organization development of the formulation of the annual performance targets,key indicators extraction department and individual performance,establish and improve the evaluation system,the end of a cycle,the objective and fair evaluation to it,in order to encourage advanced spur lagging behind,enhance the vitality of.