Research On Optimization Scheme Of Employees' Salary System In Lanzhou Bin He Design Institute Under The Background Of Transformation

After the reform and opening up of China,tons of public survey and desi gn units have gradually begun to change from public institution legal persons t o enterprise ones in order to follow the development of modernization.So,wit h the rapid development of the survey and design industry,the digital,intelligen t,and whole-process consulting management model has gradually penetrated int o survey and design units.Because of this,major design institutes' demand for talents has gradually increased.As typical units of knowledge,such enterprise s often have the higher requirements for employees' professional level,theoretic al knowledge and comprehensive quality so as to win more markets and be m ore competitive.And also,the strategic level to attract,train and keep on talen ted employees has been raised higher in those institutes.Lanzhou Bin He Desi gn Institute,as a well-known double grade A survey and design unit in Gansu Province,also has more prominent requirements for talents.However,it has u sed salary system of public institutions for many years,which hinders its devel opment to some extent.In the current competitive environment,even if its syst em runs steadily,it is obviously out of touch with the current enterprise comp ensation system and has no meaning to attract and retain talents.Thus,explori ng the optimization scheme of the salary system of Lanzhou Bin He Design In stitute becomes a strong significant and practical guidance for similar enterprise s in the process of salary optimization.Based on the above research background,this article sorts out some relativ e information,puts forward its own research contents and ideas.And then som e research methods come to an agreement.First,study the incentive theory,br oadband compensation theory and comprehensive compensation theory systematically and give comments on the research results of them and their enlightenme nt to this article to lay the foundation for later discussion.Second,send out n umerous questionnaires and conduct field interviews to know well about emplo yees' understanding of the current compensation system and their expectations f or the improvement of this compensation system;collect data and analyze their reliability,validity,regression,and difference to learn about the differences spe cifically in the understanding of the five dimensions of remuneration among dif ferent categories of employees;find the deep-seated reasons for these difference s.Last,summarize the necessity and purpose of the current compensation syste m optimization further;think about the difficult points in the optimization proc ess and put forward the principles and ideas of optimization and the improvem ent plans;determine the type of compensation,compensation elements and com pensation adjustment mode based on the set ideas in the specific salary optimi zation plan;make relevant safeguard measures to ensure the optimized plan ca n be formed as the optimization plan is issued.At present,talent is the first element for the development strategy.Using a more comprehensive compensation system to ensure the reasonable income of talents and making intellectuals work more valuable,more enthusiastic,and m ore motivated are the main tasks of this compensation system optimization.AsLanzhou Bin He Design Institute moves towards modern enterprises further,it is of great significance to use a modern salary system to meet the needs of e mployees,stimulate employees' innovation and protect their rights and interests.Meanwhile,it also provides a reference for other survey and design institutes in terms of salary optimization and improvement.