The Salary Management Optimization Research Of Chengdu Youth Palace

In order to improve the allocation of human resources in Chengdu Youth Palace,give full play to the important role of after-school activities for minors,strengthen after-school education activities for teenagers and enrich their after-school life.This study takes Chengdu Youth Palace as a case to study the optimization of salary management.Outside school of education industry,youth palace to the public class institutions accept national and local governments in adolescent physical and mental health and quality education aspects related tasks,respond to national call,the implementation of all policies of the state,leading the outside market healthy and orderly development of education industry,therefore,youth palace is a representative of the school education industry.Chengdu Youth Palace,as the largest school in western China,has the largest number of student trainings.Besides,it has performed well in terms of faculty team,quality project category,number of outstanding students trained,and honors and commendations won in major competitions.Therefore,Chengdu Youth Palace is quite representative among the national youth palaces.Through field research and questionnaire survey,this study analyzes the current situation of the compensation management of Chengdu Youth Palace,and finds three problems in the compensation structure.First,the compensation structure difference is too small,which is manifested in two aspects: the difference between ability and contribution is not fully reflected in the asset difference,and the incentive effect of the compensation is not enough.Second,improper allocation of responsibilities and rights in position management,which is manifested in unclear division of labor among employees and improper management of part-time teachers.Third,it is difficult to implement the incentive policy,which is reflected in the staff’s lack of understanding of the incentive policy and the implementation of the incentive system is not standardized.After an in-depth analysis of the above problems,it is found that the causes of these problems mainly include the following five aspects: the lack of scientific performance pay coefficient,the lack of institutional arrangement of school district management,the imperfect incentive system,the difficulty of basic work to support the incentive policy,and the lack of modern management concept.On this basis,this study applies the Hierarchy of Needs Theory and the Two-factor Theory to analyze and put forward the optimization path of the salary management of Chengdu Youth Palace,including:First,improve the salary management system and rebuild the vitality and vitality of the organization;First,adjust the monthly performance plan to improve employees’ sense of gain and security;Secondly,improve the incentive methods to activate organizational innovation.Second,optimize the system design to improve the adaptability and efficiency of the business model;First,adjust the job design to ensure that employees are dedicated to their duties;Secondly,focusing on the key links,optimizing the operation mechanism of the school district;Finally,information supervision should be strengthened to ensure the efficiency of human resource management.Third,promote the construction of E-HR comprehensively and improve the efficiency of compensation management;First of all,enhance the understanding,give full play to the function of information technology;Secondly,strengthen the office automation,multi-dimensional improvement of management efficiency;Thirdly,strengthen the application of information technology and comprehensively improve the level of human resources informatization;Finally,the E-HR construction as the starting point,to promote the salary management information.