Study On The Optimization Of The Salary System Of A Geological Exploration Institute

In recent years,Chinese economy has shown rapid development trend.As the basic industry in the development of production,the Geological Exploration industry provides important guarantee for our economic development and social progress through exploration,exploitation and utilization of natural resources.Human resource is not only the strategic resource of modern enterprises,but also the most critical factor of enterprise development.A high-quality and high-level staff team is closely related to the sustainable and healthy development of the geological exploration industry.How to make up for the shortage of talents and bring the efficiency of human resources into full play is the premise and key of all work in the geological exploration industry.For employees,salary is not only the most basic demand,but also the main source of income;for enterprises,it is an important indicator to measure the value and contribution of employees,and also an important magic weapon to retain talents.In the environment of economic globalization,trade marketization and system reform,under the background of continuous decline in the price of mineral products,the financial and social investment in geological exploration at all levels has declined sharply,and the competition faced by the geological exploration industry has become increasingly fierce.Especially after the 18 th National Congress of the Communist Party of China,the geological exploration industry has ended the "golden ten years" because of the transmission of national macro policies such as "capacity reduction,de-stocking,deleveraging,cost reduction,improving underdeveloped areas",goes into the “cold winter” and the period of deep adjustment.Geological exploration units are now facing many impacts,such as policy changes,industry changes and unit nature changes.Many geological exploration units have gradually changed from public institutions to enterprise groups.The previous salary management system of geological exploration units has difficulty adapting to the new development.In order to adapt to the law of market economy,it is particularly important to implement a scientific and effective salary management system.A Geological Exploration Institute was established in August 1997,which is a subordinate enterprise of B state-owned institution.A Geological Exploration Institute is still a public institution in nature,but in order to adapt to the general direction of policy reform and market-driven competition,it is now turning into enterprise management.At present,there are 230 employees in total,of which 193 are internal employees of the public institutions and the rest are external employees.The internal staff are national staff,and the salary plan mainly refers to the performance salary system,while enjoying some welfare benefits within the system,with a strong sense of superiority;the external staff determine the labor relationship according to the form of labor contract,though A Geological Exploration Institute emphasizes equal pay for equal work,but it is difficult to achieve in practical operation.At the same time,the previous salary system can not adapt to the needs of market competition and strategic development.This paper summarizes and concludes the existing problems in salary management system and its cause through literature analysis,questionnaire survey and data analysis.Meanwhile,with reference of mature cases and methods at home and abroad,it puts forward solutions and suggestions and designs Scientific,effective and targeted optimization plan on the basis of A Geological Exploration Institute's practical state.This paper is divided into six parts:The first part is the introduction,which mainly introduces the research background,research significance,domestic and foreign research review and research methods.The second part is the concept,composition,classification and related theories of salary.The third part is the analysis of the current A Geological Exploration Institute salary system situation.Firstly,it introduces the basic situation,the current human resources and the current salary system of a Geological Exploration Institute,then it analyzes the current salary system of A Geological Exploration Institute,and finds out the main problems in the current salary system of A Geological Exploration Institute.The fourth part is the analysis of the influencing factors of salary satisfaction of A Geological Exploration Institute and the survey of salary satisfaction.This paper combs out the important factors that affect the salary satisfaction through research on salary theory and analysis of the basic situation of the geological exploration industry.It also designs a reasonable questionnaire based on this.Since the salary is closely related to each employee's interests,this questionnaire survey should cover all employees as possible as it can.The fifth part is the optimization design of A Geological Exploration Institute's salary system.According to the practical situation of the company,it systematically optimizes the salary system with the company's strategic development plan;at the same time,to bring the salary system's effectiveness into full play,it drafts supporting implementation measures,including the establishment and improvement of performance test system and the establishment of feedback channels,etc.The sixth part is the conclusion and outlook,including the shortcomings of this paper,which need to be perfected.It is hoped that the above research can help A Geological Exploration Institute optimize and adjust the overall salary system,better realize human resource management and enhance core competitiveness.It is also hoped that it can provide reference for the reform of similar geological exploration unit salary system.