Research On Optimization Of Salary System Of The Administrative Committee Of S High & New Technology Industries Development Zone

S High-tech Zone Management Committee,as a pioneer in the government’s innovative development and pioneering trials,the bottleneck problem of development has become more and more prominent in recent years.Especially in the management system and salary system,it is conservative and lacks vitality,the staff lacks room for improvement,the phenomenon of aging cadres is serious,the salary level is low,the staff is not motivated to work,and talents cannot be introduced or retained.This seriously restricts the further development of S High-tech Zone.As an agency dispatched by the municipal government,the management committee is given a certain degree of autonomy and policy flexibility is high.In terms of the salary system,the provincial and municipal levels have relevant documents to support the management committee to carry out the salary system reform,encourage bold exploration and innovation,break the original salary system,refer to the corporate management model,and use MBA related theories to design the salary system.In this paper,by consulting the literature and materials related to the salary system at home and abroad,researching the relevant theoretical knowledge of the salary system,and formulating a targeted survey plan.Conduct a more systematic survey of the salary system of the S High-tech Zone Management Committee through literature research,visits,interviews,and questionnaire surveys.The investigation found that the S High-tech Zone Management Committee has problems such as low salary level,unreasonable salary structure,and imperfect promotion mechanism in the salary structure system.In terms of the salary performance appraisal system,the management committee of S High-tech Zone has problems such as misunderstandings,imperfect appraisal indicators,lack of daily appraisals,processes to be optimized,and inadequate application of results.Through further analysis,it is concluded that the causes of the above-mentioned problems are in the salary structure system.One is the influence of traditional concepts,the other is the imperfect basic salary management system,and the third is the emphasis on "positive reinforcement" and neglect of "negative reinforcement." In terms of the performance appraisal system,one is the lack of modern performance appraisal concepts,the other is the difference between government departments and enterprises,the third is the lack of institutional guarantees,and the fourth is that it is difficult to pull out the official-based thinking.In response to the above problems,this article has formulated a detailed compensation system optimization plan.In terms of the salary structure system,one is to combine market research to increase the salary level;the second is to optimize the salary structure to widen the gap between grades;the third is to increase the job level and promote a reasonable promotion mechanism.In terms of the performance appraisal system,one is to refine the appraisal standards,the second is to introduce mandatory distribution,and the third is to strengthen the use of results.Finally,it is proposed to combine the market,reasonably set salary levels,establish a multi-participation system,introduce independent third parties to join,establish a supervision mechanism,improve the supervision system,achieve accountability,and strengthen feedback procedures.