Problems And Countermeasures To Research Institutions Pay For Performance Of Execution

From June2006onwards, the institution staff income distribution system reforming proposed to "establishing the income distribution system based on institution organizations’ characteristics, reflecting job performance and job classification", and made from2010onwards, the full implementation of all institutions performance-based pay system, which is the important content of the income distribution system reforming, but the result is not satisfactory implementation, and institutions have not been able to mobilize the enthusiasm of the staff, the income distribution reform is still problematic.Institutions performance related pay system reforming involves broad terms, the situation is complex, and various types of institutions units have their own different situations. Through a period of operation, some units in a certain extent, improved wages, and aroused the enthusiasm of the staff, but there are still a lot of units into a disguised form of egalitarianism, or get no incentive effect.Therefore, we need to think the public institutions pay for performance system reforming carefully. Need to figure out some of the issues which will impact the performance-based pay system reforming, such as performance pay and job wage relations, performance pay and performance management relations, performance pay and allowances and subsidies relations, performance pay and income distribution co-ordination between national support units the relationship between self-income units, institutions dual system with staffing issues and so on. In clarifying these relationships, we can more clearly see the problem.In this paper, based on the theory of performance related pay, combined with the understanding and thinking of my daily work on wage system for institutions, attempts to explore how to solve the problems occurring in the performance pay system reform from multiple dimensions. Pointed out some countermeasures and suggestions, such as the performance-based pay should keep competitive, performance-based pay to develop the formulation and evaluation process must be fair and open, performance-based pay reforming should match the reform of HR system, performance-based pay reforming should match the regulatory subsidies and allowances to combine action, performance-based pay system should combine with other effective reward systems, performance-based pay system need to have more training and promotion, performance-based pay system needed strengthening and expanding the internal distribution of regulatory autonomy, etc.