Research On Compensation Incentive In Liaoning Provincial S Institution Of Geology Staff

The current our country socialist market economy gradually improve,this means that in the heated market competition,enterprise whether can succeed,its essence lies in whether can play to the talent advantage.For enterprises,talents are scarce and cannot be acquired in a short time.For this reason,the author analyzes the effective incentive means to retain talents,so as to give full play to the creative value of talents and create more benefits for enterprises.This has become an important topic in the enterprise’s human resources.However,when it comes to talent motivation,the most common way is salary incentive.At present,Liaoning geological prospecting institutions are in the critical period of transformation and always take the market as the reform object,which is also the key to the development of geological prospecting units.What is undeniable is that the original planned economy,the influence of this kind of unit in terms of salary incentive is the old way,still for the use of incentives are often unable to play the biggest value,even if is to carry out the performance appraisal,but still formalism is relatively serious,serious brain drain phenomenon,so the geological exploration institution how to implement a more scientific,more effective,more in line with the salary incentive measures of geological exploration industry,it becomes a focus in the study of the author.In this paper,with Liaoning provincial S institution of geology(hereinafter referred to as S institution of geology)as the research object,the compensation incentive status is investigated and analyzed based on the primary data through such research methods as the document analysis and questionnaire survey,etc.Some problems are found,and causes for these problems are analyzed.It is discovered in the investigation that problems of compensation incentive of S institute of geology are mainly:inappropriate salary structure,single form of compensation incentive,lack of fairness in compensation incentive,and short timeliness of compensation incentive.Based on the investigation results,several suggestions for the improvement of compensation incentive management of S institute of geology are proposed by combining the work features of S institute and on the basis of the comprehensive salary theory,fairness theory,ERG theory and expectation theory,namely,to construct a comprehensive salary structure based on the demands,to take individualized compensation incentive approaches,and to improve the performance assessment system.This paper attempts to analyze the practical problems of S institution of geology,break the original backward salary opinions,and put forward suggestions that would meet the practice of the institution and industrial characteristics after analyzing the practical problems of compensation incentive.Besides,it also puts forward some beneficial references for the compensation incentive problems confronted in the future "transformation from public institution to enterprise" of Liaoning provincial geological exploration public institutions,thus to enhance the overall competitiveness of geological exploration enterprises in the market competition.