The Evaluation And Reform Research Of Performance Related Pay Effect In Yangjiang’s Institution Organization

To adapt social changes and meet the needs of development, pubilic service unit, aspecial organization form of institutions in China, is undergoing significant changes. Toadvance the comprehensive reform of public institutions, Performance Related Pay(PRP)Reform is an important chapter. Since 2006, it has been pushed forward nation wide, from topto buttom, and has achieved great effects. But there’s no denying that, due to regional andindustrial difference, and different interests of individual institution, PRP reform encountersconsiderable complexities and difficulties, which directly affects the advancement of thereform.PRP reform objects three categories: compulsory education, basic health care and otherinstitutions. This article is about the operation of the other institutional PRP reform inYangjiang region. It is of great theory value and practice significance to explore this topic.Part 1 elaborates the background, significance, and research status indoor and abroad, thusclears out research thoughts and methods. Part 2 defines theories, connotations anddenotations related to institutional PRP, and public management in the modern salary theory,incentive theory and motivation theory. Using questionnaire investigation and interview, part3 expounds background, highlight, and achievements of PRP reform in Yangjiang city, anddissects its problems through evaluating and analyzing total wages, average income level,employee satisfaction, evaluation system, etc. Part 4 offers corresponding countermeasuresand suggestions, with the expectation to make up for deficiencies, and to provide theoreticalbasis and references for advancing PRP Reform in counties of Yangjiang region for the nextstep.