| Performance-oriented salary management,already more and more get institutions recognized and application.Institutions of the system mainly has three kinds:the first is the small amount of administrative personnel,the 2nd is a large number of professional and technical backbone,the 3rd is a part of workers engaged in logistic support.Due to many reasons,institution salary policy to a certain extent,the prevalence of equalitarianism,mess and unreasonable phenomenon,this phenomenon has seriously restricted the development of institutions.Human resource as the first resource,only the passive adaptation to active management,can give full play to human resources for a powerful driving force for economic development.Effective incentive policies and performance appraisal system can fully arouse the enthusiasm of employee and creativity,to encourage,support,specification,indication effect,thereby improving the staff quality and self-control,to ensure that the work unit objectives and tasks for the realization of.Therefore,to promote the performance oriented salary system to the institutions of great significance.This topic through surveys,interviews and other methods to study,first of all to the current salary and performance evaluation situation analysis and diagnosis,to identify the problem;then from enterprise performance compensation of successful experience,according to the actual conditions the construction of performance salary system architecture;by choosing have distinctive characteristics of the departments of the system prediction feasibility,objectivity and scientific nature,finally to new system put forward related suggestions.At the same time,as with other types of institutions provide a successful example,promote business unit performance compensation system construction. |
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