A Research On The Improvement Of The Compensation Management System For Externally Employed Personnel Compiled By The A Center Of G Province

In the past,research on the salary management system of institutions was mostly concentrated on profit-making institutions such as business units,and some researches were concentrated on government agencies and universities and other organizations.For institutions such as public welfare drug review centers,people's attention Not high,and the reform of its salary system lags behind actual demand in theory and practice.In the past,research on the salary system of public institutions mostly focused on the optimization of the salary system of staff.With the changes in the social environment,the proportion of staff outside the staff has further increased,and they have played an irreplaceable role within the organization.The research on this part of the salary management system can further improve the management efficiency and competitiveness of public institutions and meet the needs of the masses for social services.This article takes the existing salary management system of G Province A Center as the research object.Based on the relevant theories of salary management system design,this paper analyzes the current situation,problems and causes of the salary management system for external employees of G Province A Center through field investigations and questionnaire surveys.,Aiming at the shortcomings of the compensation management system for external employees in Center A,we propose improvement plans and safeguard measures.The research in this article highlights the proportion of employees ' business ability in the salary management research of externally hired personnel,and determines the proportion of salary according to ability,which changes the previous principle of salary determination by post,and can satisfy public welfare institutions.Flexible employment needs,while also mobilizing the enthusiasm of employees.According to the needs of research,this article has determined the following research content,The first part is the introduction,which deeply analyzes the background and significance of the topic selection of the salary system reform in public institutions.The second part is an overview of related theories and development,including an overview of salary management system theory.The third part is the current situation,problems and causes of the salary management system for external employees in the A Center of Province G,sorting out the problems in the salary management system for external employees.Finally,the analysis of the causes of the compensation management system for external employees is compiled.The fourth part is the preparation of the compensation management system improvement plan for external employees by the G province A center.First,the goal of the compensation management system improvement is established,and the ideas and principles for the improvement of the compensation management system are formulated,and then the compensation management system improvement plan design and implementation of the compensation intention Investigation,job analysis and job analysis,matching of work ability rating and salary difference,basic salary system based on position and skills,incentive system combining individual performance and team performance,improvement design of benefits,vocational skills training and career development,etc.Start research.The fifth part is the guarantee measures for the implementation of the new plan for the compensation management system for external employees prepared by the A Center of Province G,including updating the ideology of the compensation management system,improving effective communication for the coordination of conflicts of interest,and the new plan for the compensation management system and other management systems Supporting mechanism.