| The competition between enterprises in the final analysis is competition of the ability of individuals. The basis of management is handling personnel. A successful corporation depends on human resource management level.Chinese electric power enterprises have been monopolized for a certain time. In recent years with the lack of electric power, the generation of electricity looked as if would have a bright future. Now that many electric power plants have been built and put into production all over the nation, the problem of electric power supply is being solved, in line with the competition between the factories becoming fiercer and fiercer. Compared with other power plants, Wenzhou Power Co., Ltd. is in inferior position not only with regards to machine capacity, but also in unit technical target. They should strengthen their internal management if they want to survive and develop in the increasingly competition environment. While human resource management, especially salary management is the most sensitive issue in enterprise management. Improvement of salary management was great benefits in human resource management, retaining skills and inspiring and restricting the behavior of staff. As a result, competition is heightened.After investigation into the current salary management system at on Wenzhou Power Co., Ltd., this article found problems of salary system, analyzed the reasons, put forward solution and preliminarily built an efficient salary management model, which better meets the needs of Wenzhou Power Co., Ltd.In introduction, the article outlines the importance of salary management and the target problems that have to be solved; The first chapter introduces the general situation of Wenzhou Power Co., Ltd. and analyzes its main in salary system problems; The second chapter introduces the method and theory of traditional salary management and modern salary management; the 3rd points out the problems and reasons of current salary management system for analysis, combined with the investigation's results of the human resource situation inside and outside, together with my experience on site as leader in the personneldepartment; The 4th chapter focuses on problems and puts forward some practical salary management system reforms, based on modern theory and salary planning.The main contribution of this text is to allow for the setting up a feasible assessment index system of post value and staff performance. I have put forward a new concept of "post performance salary" and set up a post performance salary scheme.In conclusion it is necessary to set up and implement a post salary system, paying attention to performance, namely post performance salary system. It is the inevitable choice of Wenzhou Power Co., Ltd.In the course of writing this article, I was in contact with manager and H.R. department exchanging and discussing ideas. The salary system of this company has already been effected to some extent by the findings in the study. At the beginning of 2005, the company list 2/5 of the original year-end bonus and set up the annual performance of the department and department director and examined the bonus. The company's fourth Session of congress of workers and staff will be in May 2005. The general manager specially expounds the fact with greater space in the work report that improves the importance and urgency of the management level of human resources, it is first time that included key working content in year which "strengthen post analyze, and analyze salary grant the situation every quarter to strengthen, set up performance appraisal system and combine together of the result of appraisal and salary". Can be seen this text to Wenzhou Power Co., Ltd. salary system reform has substantive guidance functions. These research results have certain reference function to other power enterprises also. |
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