Airline Pilots Salary Incentive System Is A Comparative Study

As a professional technician, with long-training period and specialized major, pilots, however, are influenced by the operating and interior administrating system of the airlines, which prevents the pilots'initiative from entirely unleashed. Owing to the characteristics of aviation and impact on airlines, the system of pilots'pay, different from other businesses, holds the unique characteristics:such as aviation hourly income accounts for a large amount of pay, standard of aviation hourly income varies from one airline to another.Recently, with China's rapid economic development, pilot pay system has also undergone a significant change. Especially in late years, local or private airlines have continuously mushroomed.Therefore, being trained in a long time, skillful pilots have been in short supply. which also leads to huge difference in the system of pilots'pay between state-owned,local and private airlines. Even though they belong to the state-owned airline, due to institutional, historical, and many other reasons, the pilots may earn differently.Undoubtedly, flight safety is essential to the airlines. However, on account of the imbalance between pilots'pay system and reality, there occurs a series of social incidents:in earlier years, having all asked sick leaves, B767 fleet of Air China were unable to participate in the flight, which resulted in the majority of Air China's B767 fleet capacity being paralyzed. and enormous economic losses of the company; By the end of 2007, five pilots sat a hunger strike for better treatment; March 31 2008, Yunnan Branch of China Eastern Airline, flew 14 flights in destinations all over then flew back to Kunming, which caused more follow-up flight delays and huge economic losses, moreover, the reputation of China Eastern Airline was greatly affected. These incidents pose a direct threat to flight safety, so that the safety margin of the pilots and passengers decreased; the same time the economic losses caused by the airline, bad social influence, culminating in "lose-lose" outcome. Punitive measures of the airlines got negative effects, sharpened the contradictions.All in all, such reasonable measures as improving human resource management and pilots'pay system should be taken to solve the contradiction between airlines and pilots is to improve human resource management and pilots'pay system and to ensure flight safety.This paper studies the human resource management in the two close- to-the -scale airlines with the same base, emphasizes on analysis the differences and problems of pilots'pay incentive system,concludes more actual, reasonable and incentive pilots'pay system of the two state-owned airlines and prospects future changes in pilot training and post-flow mechanism.This paper is divided into six chapters. In Chapter One, practical issue is to be raised and to explain the purpose of the topic and to identify research directions. In Chapter Two, based on the theory, combined with the actual pilots'pay system, I will elaborate the formation of pilots'pay. In addition, with workload principle, I will describe pilot workload and flight capacity (flight hours) strictly combined; and expound the positive meaning of the pilots'pay incentive system. In the third chapter, the factors which may affect the formation of pilot's pay in the airlines will be listed,material will be cited and differences between formation of pilots'pay in two airlines will be compared. In the Chapter IV, advantages and disadvantages of pilots'pay incentive system in two airlines are drawn by elaborate analysis. Chapter V, combined with the existing dominant pilots' pay system of airlines, I propose more actual, reasonable and incentive one; To aim at the change of pilots' post-flow mechanism, I advance future pilots'pay system and human resources management program. In the ChapterⅥ, I prospect the application of pilots' pay system I raised.By comparing with the design of pilots'pay system and the incentive effect, the article finds that in a particular time, pilots (especially those with specific technical level) are required to fly about 100 hours per month, which is the maximum flying hour stipulated by the China's Civil Aviation Law. While, at this time, lacking in targeted incentive pay system, the pilots couldn't help the airline bail out of difficulties as soon as possible. Then, the article proposes the mode of pilots' pay constitution and incentive measure of tripled hourly income when flying over 80 hours", thus providing theoretical basis for the design of pilots' pay in each airline. The article holds that pilots' income should be composed of direct pay and indirect pay. The indirect pay is made up of welfare assurance, paid holidays and allowance. While the direct pay consists of basic pay, performance pay and incentive pay. This is a reasonable mode commonly accepted by the airlines, which not only in practice some of the airlines attempt to rationalize but also the theory has also been deduced.