事业单位应有工资改革的四大技术难题

1、事业单位应有工资改革的四大技术难题the reform of public institutions is an important issue in china's economic system reform recently, four personnel department, ministry of finance, the ministry of civil affairs and the ministry of labor and social security department of a joint first comprehensive interpretatio

2、n of the income distribution system reform, wage reform kicked off 1. 3 million institution, requirements and decouple the salary system for civil servants, establishing post merit pay system, once again become the focus of widespread concern. institution reform for a long time, is the domestic spec

3、ialized is engaged in the management of friends change research, consultancy, the core of the research topic, in view of the business unit to change human resources consulting practice and research, friend，s consuiting concluded that, at present, the salary reform of public institutions of our count

4、ry exist four big technical difficult problem. four technical problems mainly organization pattern design and hired problems, the value of professional and technical evaluation and salary, professional and technical personnel career planning.first, organization pattern designinstitution of survey, d

5、esign, technology, research institute, the center is more, some have restructured company or in accordanee with the company operation, such as sichuan communications research planning and design co. , ltd, formerly of the original communication research planning design and research institute in sich

6、uan provincethese units of the business is basically a project, its organizatiorml structure, in addition lo the routine functions of management department, general equipped with professional office/division/room, according to the technology or type of work of professional categories set up, sign a

7、contract at the same time according to the new project, a project team, started in accordance with the project legal person, project team or project department organization operating mode such as project or start production. when the project is large, long or different, the project department itself

8、 has a secondary management platform. in terms of marketing and sales also because of its unique operation mode is easy to produce internal coordination problem, such as the market and sales work of division of labor and cooperation is difficult, the cross correlation between business processes, bus

9、iness permission and allocation mechanism is a more difficult problem; exist such as the local branches of institutions still exist between sales department and branch of related transactions or internal accounting problems, related party transactions between headquarters and branch office in benefi

10、t allocation standard is not clear, internal price definition is not reasonable, etcso, when this kind of institution wage reform, organization pattern design and change may also need to consider, because the organization operation mode will directly affect the performance appraisal and bonus distri

11、bution system is established in this paperpractice shows that project type commonly used matrix organization pattern, in the practice application according to consider alternative strategy, organization and personnel status quo, not simply to use standard matrix organization pattern, after all, the

12、organization mode of the reality, permissions and assessment allocation unit in the short term can change for example, some units design department can also participate in the bidding work of sales, market incentives, such as market department clashed, if you want to completely change, the difficult

13、y is very big, so need to two or morethings in wage reform the organization mode of the reality, not only consider the government documents require the wage structure, adjust measures to local conditions according to the individual character problem rewards and accounting of project department, beca

14、use the organization mode is different, have a plenty of strong matrix, have a plenty of weak matrix, functional departments and project department organization, process, and the authority differences, some institutions with procurement department permissions, even big project total package way, whi

15、le others have no procurement authority, unified purchasing power in the department of procurement center or supplies department project unit, therefore, the assessment model, longitudinal business access between the department and project department and human resource permissions problems will dire

16、ctly affect the salary and bonus allocation systemin short, establish and perfect a set of accord with the characteristics of their own personality and utility industry organization mode of operation to good operation of the salary reform scheme is of great significancesecond, the competition is hir

17、edover the years, most institutions have operated according to the organization of government agencies, dnd have maintained deep planning and economic history in personnel managementwe need to implement reform of wage system, personnel system reform is a must to solve the problem, and au? s consulti

18、ng found in practice, hired institution personnel system reform is a very effective technology reformhired by comprehensive and employment system and transformation mechanism of employing, dispel the system of life tenure in identity, achieve business unit personnel management shift from identity ma

19、nagement to post management, from the purely administrative management to management of legal system, from the administrative attachment to equal the personnel subject, by the state to unit of choose and employ persons change of choose and employ persons these principles are clear, the future is bri

20、ght, but the road is tortuous, all previous institution reform, the employment system reform is a formidable wal1. friend's consulting institution, in order to solve the reality of the confusion as the basis, research is summarized based on the series of reform of chinese culture technology, inc

21、luding the real value of huge hired technology, create positions personnel allocation, talent assessment, cultural change and practical technical means such as cluster analysis, and used successfully in many institution reformin a national center of information technology in the process of the refor

22、m, due to the unit also is in the nature of enterprise nature and part of the government, therefore, a variety of mixed as to the identity of the personnel, administrative, business and business relationship is not clear, its in often promote the reform of salary, hard work, every time the results a

23、re leading embarrassment, employees complain. later, the center hired authoritative foreign consulting company designed a new scheme, a new scheme in theory logically looks very perfect, but the compensation reform is pushing not bottom go to, because there is no scheme to implement many of the assu

24、mptions finally, friends think must give up those seemingly scientific and logical theory, only rely on the grasp of reality to innovative ideas, adopt ''leadership satisfaction, the staff to accept" as the criterion of practical technology. first, in the communication and persuasion of

25、 all employees; the second is to resettle the order; once again, we have adopted the "sit down all the audience stood up and local" hired technology as the core of organizational change series, among them, when considering the staff changes after the fatigue state of mind for many times, a

26、nd state-owned enterprises employees often force standard psychological", they always question "why he, i worse than him?" later, the project team introduced the talent assessment technique, through the process of the process of change, the technology to remove the employee，s psycholo

27、gical concern. finally, the implementation of wage reform has been successfully implemented, and cultural change has been vigorously promotedso, practice shows that we need to start the salary change, the idea of early import, gradually osmosis best practices for enterprise management concept, it is

28、 very important by hired can greatly effectively the salary system reform of public institutions, inject new vitality to harden the organ culture, otherwise, if the establishment and the persorrnel system reform, wage reform encounter resistance will be bigger, wage reformwould become beautifulthird

29、, the value evaluation and distribution of professional technologythe salary reform of the institution of the research institution, the general meeting question is three: the control of the total salary amount can and how breakthrough; how to evaluate the value of professional technology; profession

30、al technicians are responsible for the compensation of different jobs.general theory is that salary allocation on the basis of value mainly includes posts, technical ability and performance, in fact this is just the internal structure of the basic distribution basis for china at present, many state-

31、owned units, the total wages is the superior sasac linked to economic benefit according to the total wages of management measures, and many institutions are still living on dial the financial funds, these factors when designing compensation method, are insuperable constraint conditions of course, ma

32、ny institutions have by hiring external design consultancy and persuade the superior authorities for approval, so as to realize based on the constraints of the wages and benefits hook, ensure that compensation can better to motivate the employeeswhat is the value of technical expertise,the technical

33、 level of personnel, such as job title, industry or position, how to measure the qualification of the qualification certificate of the position, how to be confirmed on the salary scale. this is a common technical challenge for research instituteslong-term since, our country distribution system of in

34、stitution has strong equalitarianism color, is basically in accordance with the differential small rank wage, while ignoring the worker work between the value and contribution of the size of the difference, even if some bonuses, also is basically the average distribution, cause do not do the same, d

35、oing much less dry, dry bad alike at the same time, there are such as executive incentive is not enough, the backbone personnel pay external injustice, lack of oversight over the secondary distribution, and lead to either commons， either the black-box operation, etc this distribution system is not c

36、onducive to the true representation of the value of knowledge and technology, especially the motivation of professional technical backbonein the consulting practice, friends concludes that this kind of salary design of professional and technical personnel on the basis of generally pay package design

37、 program, can complement operation five links as follows:,technical professional series of track design, consider the factor of strategy and culture, establish the class as the division standard, the key design technology research and development job class contains the position, such as research and

38、 development, testing, application/production technology, after-sales maintenance and other professional series of run way, level, and determine the runway nu mb er and steps in the distribution of the company various departments;second, the qualification standards of development, relying on the tec

39、hnical committee establish or new in-house expert team, to focus on specialized development of professional post, other qualifications standards at all levels, including all levels of employees professional technical standards, such as the level of role definition, knowledge, skills and experience s

40、tandards, sometimes including the key code of conduct and actions standard;three, personal office ratings and established, generally, according to the established in front of the standard, adopt different ways of evaluating the qualifications of each technical personnel, also has the expert advice,

41、according to the reference position value evaluation, post value evaluation. practice technical level certification is a professional and technical requirements are very high, in the technical level of professional standards of our country there is no system set up, each unit of qualification standa

42、rds vary hugely, applicability test questionnaire structure system there may be problems, localization, problems such as database and norm has not been established for the work of the restrictions, many units can try to use some simple tools, easy to operate, low cost of testing methods, including:

43、written exam, defense, more latitude evaluation, personnel evaluation questionnaire interview, scene simulation testing, the technical competition, etc，these methods in the consulting practice effect is good, strong practicability than those who seemingly science but complex evaluation method, the s

44、implicity of operation more get the favour of the customer, after all, the value of the technical personnel evaluation and technology evaluation,blindly rely on "do standardized math problem" exists problems, z，language problem，/ in the value of qualitative aspects also is pretty good fot

45、example, when we are in a design institute evaluation engineer level, before according to the evaluation standard to standardize operation evaluation, established the level engineers in each big plate, the proportion of basic structure, such as, senior no more than 2, advanced less than 20%, etc., o

46、f course, some departments and technical personnel level high/low, level will do some reasonable consideration before distribution.it is important to note that these links only for professional technical stronger operation apply/enterprise personnel, who typically based on management, pay attention

47、to the units and personnel ''ranking, suggested that do not use this methodfour fit, personal and compensation is calculated, according to the personal level of technology and the corresponding salary level, combined with the previous design salary structure, complete individual salary data,

48、 including the simulation of different unit overall performance, department performance and personal performance as a result, to measure individual data, real wages at the same time see all employees compared with before the reform, the proportion of personnel changes,to estimate whether the total s

49、alary was breached, to estimate the degree of psychological acceptance and the possible direction of adjustmentfive, dynamic adjustment of the standards and procedures design, if the third step is to solve the technical personnel historical existing technology value, skill and ability, so, this part

50、 is mainly to solve the dynamic adjustment and change in the future. generally believe that the results of the performance as the main factors influencing the compensation level adjustment, but in fact, we need to differentiate between different personnel for technical professionals, we suggest tech

51、nical level review on a regular basis, such as every six months; for functional managers, we founded in practice design of accumulator "pay" is a good exploration, namely in the influencing factors of post wage dynamically adjust select several factors of rigid pay "reservoir", b

52、uilt in the performance results, also includes significant rewards and punishment, the follow-up education, new title and length of service is not easy to produce rigid factors of dissent in practice, there are two methods of operation, one is to give a certain amount of salary separately, as an add

53、itional salary, separately accounting： one is to assign a value to all the rigid compensation factors, and the value of the compensation is adjusted to a certain extent this approach is very effective in solving the problem of the design institute/institute，s progression path, the stubborn disease t

54、hat has remained unchanged for yearsthe third problem is that, although both are technical professionals, the structure and level of pay should be differentiated when they are engaged in different jobs there are four general scenarios:involved in the research development projects: generally refers t

55、o those involved in does not directly earned the basis of the research, the development of technical personnel, their fixed pay salaries can refer to the previous design, but its core income generally comes from project bonus, its pay structure and level and project organization model, evaluation mo

56、del is closely linked, project schedule, cost, quality index of completion will directly affect their bonusesto participate in the design and construction projects: generally refers to those involved in the direct revenue, to serve the customer's technical personnel, their duty is mainly respons

57、ible for completing the task of the project contract, their fixed can refer to the front to assess salary level, the salaries of its core revenue mainly comes from project bonuses, project bonus and salary structure, project organization model, evaluation model is closely linked, factors that influe

58、nce the project bonus or assessment indicators, generally includes the project，s net profit, cash collection, schedule, quality, customer evaluation index, technological innovation, etcwork in the marketing and sales support: in some enterprises, technical personnel during the project and not during

59、 the project structure and level of income is entirely different, during the project contains two kinds of situations, one is involved in marketing and sales, such as participate in marketing technology conference, bbs, exhibitions, etc，there are many units of technicians can or must be involved in project bidding, engaged in technical support and bid preparation work and so on, is engaged in the work period, fixed wages can consult technical personnel technical level determines the skills of the wage, and perhaps a small amount of money for those involved in bidd