| Institution is a part of the government public sector.Compared with administration department,institution also provides public service,however,it does not have administrative functions;compared with enterprise,institution also gets the monetary income by providing public production,but the profit can not be allocated to staff or manager in case the purpose of institution is public interest.So,based on the complex identity and management model,the development of institution is constrained by the low efficiency and mechanism rigid,while making great contribution to the society.With the development of the degree of marketization in China,improving the system of institution is becoming an important issue.In all previous reforms of institution,the focus tended to be marketization and personnel system,in which the most important part is the compensation system.How to change the role of institution from “national people” to “market people” by building a scientific compensation system and incentive system has become an important task in the reform of institution.Geological prospecting institution plays important part of Chinese institution,with the functions of geological prospecting and related economic construction tasks.In the last 60 years,geological prospecting institution has experienced four times of wage system reform and one time of wage structure adjustment,which established the post performance salary mechanism and played important role of stimulating the enthusiasm of workers.In case the scientific and perfect compensation system is a new thing to institution,some defects existed in the previous reform: firstly,it is hard to improve the efficiency of staff with limited power of compensation allocation;secondly,the level of compensation in institution is lower than that of labor market,especially for the high level talent;finally,after four reforms and one structural adjustment,the method of allocation is still single,which cause to the low efficiency.In the post performance salary system: the fixed part works as a unified national standard,the allowance works as regional standard,and only the performance salary works according to the performance of staff.This article,through the literature reading method,questionnaire survey method,data analysis method,makes deep research on the system of compensation of A TEAM OF Jiangxi Provincial Bureau of Geology and mineral resources.This paper analyzes the necessity of the reform and the problems existing in the optimization process.Based on the relevant design methods,systems and cases of international and domestic,finallyfind out a scientific and effective optimization scheme.This paper is divided into six parts:The first part is the introduction,mainly introduces the significance of this study,research status at home and abroad,research content and research methods.The second part is the related concept and theoretical basis of compensation.The third part is the history and problems of the compensation reform in Jiangxi Provincial Geological Prospecting Institutions,searching for the solution of problem by analyzing previous reforms.The fourth part is the introduction of the compensation system of A team.Firstly,introducing the basic situation of the A team,and then analyzing the current compensation system,finally finding the main problems.The fifth part is the study of other units.Finding a better compensation system based on the method and experience of other units.The sixth part is the optimization of compensation system.In this part,solutions are provided based on the modern compensation management theory and the actual situation of A team: on one hand,optimizing the structure of compensation,deeper the gap between the froneline staffs and common staffs,on the other hand,higher the current level of compensation,to achieve the common level in labor market to attract talent. |
