Research On The Structure Salary Of Goological Exploration Enterprise

At present, for enterprise development prospect, enterprise management needs theconcept, methods and means of modern reward management. Establishing a perfect salarystructure system is indispensable key to enterprises,because a good salary system designnot only can attract and retain talents better, at the same time also can largely promote therealization of enterprise strategic goals. The successful experience of numerous domesticand international enterprises reward management shows,the salary structure system whichis suitable to enterprise has a crucial role in promoting the continuous development of theenterprise. In recent years, the geological exploration institutions are confronted with thetest of enterprization reform, being transforming from the traditional state-ownedinstitutions for the innovative enterprises that possess modern managementsystem.Therefore, as essential promoting factors of talent competition and enterprisecompetition—salary and salary structure, the adjustment of them is required around thecorner.Drawing lessons from the successful experience of domestic and foreign enterprises inthe advanced and scientific reward management, this article introduced the research ideaand method firstly,then expounded on the theory basis of salary design and thedevelopment trend of modern reward management, in order to lay a theoretical foundationfor the further study of geological exploration enterprise salary structure; Secondly, basedon the present situation of geological exploration enterprises salary system, especially inview of the insufficiency in its salary structure,the article has summaried some majorproblems existing in this kind of enterprise salary system; After that, dominated byshort-term incentive and long-term incentive,the article established the salary structuremodel suited to geological exploration enterprises: Personal overall compensation=B+P+A+X+f（X，B）. The main body of salary structure model is divided into five parts:basicsalary（B）、position compensation（P）、allowance（A）、pay for perfpormance（X）、welfare pay—f（B，X）.Among them,the part B and P are fixed,and the part A/X/f(B.X) arefloating.Basic salary guarantees the basic life needs of the employees and their family;Position compensation is determined by the basis of job analysis and job evaluation.It canreflect the relative value of jobs and be helpful for guaranting the normal flow of personnel; Allowance is relative compensation to the employees who are engaged in special work orwork in special environment.To some certain extent,it has played an important role inpersonnel allocation; Pay for performance is ascertained according to the result ofperformance appraisal.Increasing the proportion of performance pay in the whole pay canhelp to improve the employee’s work performance; On this basis, the welfare salary has adual function:care and encouragement.It further motivates the staff’s working enthusiasm.Next, the article used the analytic hierarchy process (ahp) to determine the each part’sweight of structure salary model.Following,the structure salary model were applied to ageological prospecting enterprise, and we analysied it’s evaluation later.Finally,wesummed up and summaried this research, then put forward some inadequates and pointedout the place in need of improvement.This article focuses on studying the individual salary structure and each part’sproportion in the whole salary, in order to offer some reference for geological explorationenterprises.