Post Wage

Redesign Post Wage System of Public Hospital in China

我国公立医疗机构职工岗位工资制度再设计

The factor system to calculate post wage should give priority to the factors of knowledge and skill .

应设定知识和技能为主导的岗位工资要素体系。

The establishment and performance of the post wage system

关于建立及运作岗位制工资的探讨

Attempting on Carrying out Nursing Post Wage System

实行护理岗位工资制的尝试

For staff with production and service , it designs a structural wage system that integrates post wage with hourly wage .

生产和服务岗位员工实行岗薪制与计时工资制相结合的结构工资制薪酬方案。

The next it designs the motivational salary system , which includes three respects : Post wage category structure improve , post salary adjust method design and performance bonus design .

激励性薪酬设计包括三个方面：岗位工资等级结构改进、岗位工资调整方法设计以及绩效奖金设计。

Research results : Firstly , the post wage is more adaptive to the market change and by which the labour cost can be ( adjusted ) and controlled flexibly .

研究结果：一是岗位薪点工资更加适应市场变化，便于灵活调控工费水平；

Five basic measures were proposed , which includes : setting up double track promotion system , perfecting performance check up system , improving post wage structure and making flexible work system and training system .

提出了五项基本措施，包括：构建双轨晋升制、完善绩效考核制度、完善岗位工资结构、制定弹性工作制度、培训体系。

Results ( 1 ) According to the scores of 9 compensable factor , we developed post wage system including 16 grades , and 9 levels , which corresponding to 121 posts .

结果（1）根据9项岗位分配要素得分，建立了16个等级9个级别岗位工资序列，与121个公立医疗机构岗位相对应；

Implementing post wage is implemented the performance pay to post combination of pay and performance reviews , implement the principle of distribution according to work , improve the fairness of distribution and incentive .

实行岗位绩效薪点工资就是实行以岗定薪和绩效考核相结合，体现按劳分配的原则，提高薪酬分配的公平性和激励性。

On the basis , author adjusts its structure and income levels , and sets up the post wage system and flexible welfare plan mainly aimed at function , also improves the original salary system ;

在此基础之上对远通公司薪酬体系的结构和收入水平进行调整，制订了以职能为主导的岗位工资制和弹性福利计划，改进了原有的薪酬体系；

So this paper sets forth the reform purpose and the principles of distribution system in institutions , and puts forward a new way of distribution : basic wage + post wage + beneficial result wage .

基于此，本文就学校分配制度改革的目的、原则进行了阐述，提出了构建新型的学校内部分配的形式：基础工资＋岗位工资＋绩效工资。

Research conclusions : Implement of post wage system plays positive roles in invigorating inner distribution of enterprise , pursuing policy of distribution to each according to his work , mobilizing the ( employees ) 'activeness and stabling employees of enterprise .

研究结论：实施岗位薪点工资制度，对搞活企业内部分配，贯彻按劳分配政策，更好地调动员工的工作积极性，稳定公司骨干队伍等方面起到了良好的作用。

According to the features of the professional and technical staffs , and the management and service personals , a set of wage structure systems including many wage structures in which the post wage is the main part are designed by means of the quantitative and qualitative analysis .

根据专业技术人员和管理服务人员的特点，使用具体分析方法，设计了一套以岗位工资为主体的结构工资体系。

Post benefit wage system and incentive piecework system both are incentive staff 's business wage distribution methods .

岗效工资制和激励计件工资制是两种能够激励员工的企业工资分配办法。

It has become the major characteristic and inevitable trend for modern enterprises to establish the distribution mechanism under which yearly wage system for manager and post duty wage system for labor should be carried out .

对经营者实行年薪制和对劳动者实行岗位责任工资制已经成为现代企业分配方式的主要特征和必然趋势。

Second on compensation design tools for a wide range of research and comparison , mainly uses the point method to complete post performance salary wage .

其次对薪酬设计的工具进行了多方面的研究和比较，主要采用因素计点法完成对电力医疗的岗位评价、岗位归级及岗位薪点工资等级表的设计。

Basing on the job analysis and post value appraisal , the paper design the structre of compensation layers which is based on the post value , and the post wage decided by the post value through designing the soft position of salesmen system .

通过设计销售人员柔性岗位，在工作分析和岗位价值评估的基础上，设计了以岗位价值为基础的销售人员薪酬层级结构，以岗位价值确定岗位工资。