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Study on the Construction of Reward System of Shandong Technical Center for Inspection & Quarantine

Author: WangZuoRan
Tutor: YanHanPing
School: Northwestern University
Course: Business Administration
Keywords: Shandong Inspection and Quarantine Technology Center Salary System Re
CLC: F752.5
Type: Master's thesis
Year: 2010
Downloads: 92
Quote: 0
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Abstract

Incentives to attract, develop and retain the backbone of organizational development, the key is to have a sound and stable salary system. Into the 21st century, the employees demand for personalized and diversification began to impact the pay system in the traditional sense, Shandong Inspection and Quarantine Technology Center remuneration design philosophy has been unable to meet its development needs as well as employees of the modern era of personalized demand, utility incentives continue to weaken, the brain drain phenomenon frequently occurs. In view of this, the analysis through the review of Shandong Inspection and Quarantine Technology Center personnel salary system reform process and the status quo, the paper points out the inadequacies of the current pay system in Shandong Inspection and Quarantine Technology Center. Theory through the use of management science, sociology, economics, psychology and other tools, combined with the analysis of the pay system in Shandong Inspection and Quarantine Technology Center, the paper introduces a new concept - 360 degrees remuneration. In the context of traditional Chinese culture, has always been to have a value orientation gentleman Valuing Loyalty. Before the reform and opening to the outside world, including the beginning of a period of time, many companies still insist on only using a negative way of compensation management is through wage withholding, direct fines and other means to achieve the purpose of effective management. More and more closely with China and the outside world, especially the Western world, a large number of Western companies management model was introduced to China, compensation management the new trend - that is incentive culture to adopt incentives to employees rather than merely is punished. 360 degrees pay system design guiding philosophy is reflected in the implementation of a comprehensive incentive program staff. 360 degrees remuneration system includes two aspects, namely pay as a direct economic returns, and as the two major components of the indirect economic compensation benefits. Which remuneration also includes wages, bonuses, subsidies; The welfare mainly include as protection insurance, annual leave, humane care, and the other project. Through a series of in-depth analysis of these concepts, we have to motivate the cadres and workers to the 360-degree compensation management philosophy, based on the theoretical analysis, to carry out the recycling of Shandong Inspection and Quarantine Technology Center remuneration system explore. This article will focus on research to strengthen the function of incentive pay based on the introduction of the 360-degree remuneration theoretical system, further to attract talent, retain talent, the purpose of cultivating talent. Meanwhile, a preliminary demonstration of of 360 degrees remuneration system and perfect. Shandong Inspection and Quarantine Technology Center reengineering the pay system will organically integrate the elements affecting remuneration, highlighting all ideas to improve the effectiveness of services, realizing the units charm and attractiveness continuously improve the purpose of the reform. The successful operation of the new pay system in Shandong Inspection and Quarantine Technology Center, must be based on direct remuneration, indirect remuneration for the guarantee, and to further improve the performance appraisal system, personnel selection system of recruiting other supporting reform measures.

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