Research Institute Of Pay System

With the in-depth development of socialist market economy, the modern enterprise system is gradually being established. The state-owned enterprises and public institutions are in the process of conversion, the planned economic model no longer exists. Due to the change in the macroscopical environment, there is a great difference in current human resource in the organization. The new payment system emerges to fit this new environment and trend.The payment system has been the most critical issue for the enterprise, like No. 32 Research Institute of China Electronics Technologies Corporation (CETC). The issue is hard to recruit qualified employee and keep existing excellent employee, where the most staffing are skillful. This has been the major barrier for the growth and development of the enterprise. The payment system with reward and motivation mechanism is the powerful approach for the creativity and activity among the employee. There are more and more disadvantages exposed for the existing payment system for the institutes in transition phase.The payment is not related to the performance, and the system is not flexible with the change. There is no reasonable quantitative process for the performance review. All these factors request the innovation in the payment. It is important research topic to understand how to design and set up a effective payment system to fit the institute's requirement.Based on the skillful staffing system, the motivation theory, and the payment system theory, this paper will use No. 32 institute as an example to analyze the following issues: no obvious payment variance for key staff from the average, the attrition of the developing staff. Also, this paper will expose their root cause: the design defect the implement issue, the incomplete system structure, and lack of continue improvement. These root causes result in the unfair activities like, the reward goes to the wrong person. Also, these results come: few career paths, the career lack of competition.To solve the problems listed above, traditional concept for human resource needs to be changed. We could build complete HR system and enhance the influence of HR department by being fully applied its basic impact to HR configuration. This paper sets up the role responsibility matrix based on the theory and methodology in the payment system. With this matrix, there are clear definitions for role responsibility, qualification, performance review method. Also, the multiple career paths have been defined as the foundation of the payment system. Based on the position review, payment survey, and successful experience from the similar institutes and enterprise, a payment system has been customized with the feature of "average salary and the benefit priority." The performance review method is designed as "behavior anchor" to fit the professionals' feature. Meanwhile, staffing training and long term motivation have been set up as the complementarities.All methods related to the payment system, clarified in this paper, will be good reference to not only the similar institutes, but also modern enterprise.