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Institutions the state for social purposes, social service organizations engaged in education, science and technology, culture, public health and other activities organized by the state-owned assets, or other organizations, with Chinese characteristics, the organization held by the State authorities. Institutions as the to pass government, the second line enterprise, as a third party between market plays a very important role in contemporary society. With the rapid development of the economy, the industrial structure of the re-combination, the optimal allocation of resources, so that the bodies of the institutions set, personnel, property ownership and other relations are complicated difficulties of reform, and greater resistance. Personnel hiring system implementation to open in 2008, the reform of the institutions of the ice-breaking trip, pay distribution system design as public institutions who employ the key links of reform and core power, its role can not be ignored. In the context of the current financial crisis, the implementation the compensation management reform of the institutions, the introduction of pay for performance, will stimulate the enthusiasm of the 38 million employees work, the overall improvement of the institutions organizational performance and service standards, to further improve the system of social and public services, has a very important significance. China continue to explore the establishment of a wage system in line with the characteristics of the institutions. , Many public institutions who work in the 2006 fourth wage reform driven enthusiasm has improved to varying degrees, but the wage system, there are many institutions, especially by the public service-type transition to operating career units, post performance salary system and there is no real establishment, the cause of the problem is that no specific indicators of effective learning and exposure has been the lack of a system of state-of-the-art performance management concepts and methods, some units of the lack of practical guidance on pay management job setting, job evaluation, performance evaluation, and a series of supporting links generally are lagging, affect the role of the salaries to performance. Starting from the actual case study of the theory and practice of certain parts of the immediate operating institutions jobs pay for performance system, to study its problems, using the methods of modern human resource management, set up and improve the performance appraisal based on job analysis to determine post job evaluation to determine job value, combined with external remuneration surveys to the formation of the pay system, to improve the salary management system with related management system, management of new ways and methods to explore the perfect institutions pay to provide a reference for the reform of the decision-making of the institutions pay.
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