Study On The Performance Appraisal And Salary Motivation Of High-Level Talents In China Medical University

Human resource is the primary resource of any organization. In order to fully play the role for the talents, who are the primary resource for the socio-economic development, it is crucial to build an effective performance appraisal and incentive pay, especially the pay based on performance appraisal. Therefore, it is the hot issue for not only the performance-based pay reform of public institution, but also the research of experts.In this dissertation, the incentive theory of Hierarchy of needs theory, Two-factor theory, Equity theory, Expectancy theory, the staff engaged in the scientific research, teaching, management and medicine with the title above deputy high in China Medical University is treated as high-level talents as well as the object of study, and the current situation of human resources, performance appraisal and salary system are investigated. Firstly, based on the evaluation survey of the present high-level personnel incentive mechanism in the China Medical University, the SPSS 13.0 software is applied to statistically analyze the survey to obtain the insufficiencies of the incentive mechanism and its cause; Secondly, based on the insufficiencies and requirements of development planning of China Medical University, the present high-level talents are investigated according to subject, post and job content. In addition, the indicator and weight coefficient of performance appraisal for the high-level talents are designed through analytical hierarchy process (AHP), and the score table for the performance appraisal is proposed.In this dissertation, the priority of performance, the attention of fairness, the combination of points and overall, and the highlight of focus are treated as instructive thought, and strengthen of incentive intensity of high-level achievement of teaching and scientific research to stimulate working enthusiasm of talents is treated as original intention. Performance-based incentive pay system for the high-level talents is reconstructed, and other incentives way are proposed as supporting safeguards afterwards.