Planning And Implementation Of Compensation System In Chengxin Power Construction Company Of Gansu Province

The management of compensation is essential for the management of human resources, and it is also one of the areas that the administrative personnel are most concerned. Although the primary functions of compensation are guaranteeing and inspiring, they show several other functions such as attracting talents, keeping talents and helping realizing the enterprise's aims by coordinating the strategies of the enterprise in terms of the management of the human resources in a modern enterprise. For a state enterprise that is experiencing economic shifts, the management of compensation is both a core and difficulty for the management of manpower resources.At present, the compensation system is still the product of planned economy, which doesn't change fundamentally but only in some details in spite of continual reforms and improvement, so it can't fit the ever-changing outer surroundings any more. The heavier burden, poor earning state, and inadequate financial resources of the state enterprises account of the low salary, poor welfare, and slow growth. So for a long time instead of inspiring function that they should have fulfilled, compensation only plays the single function of guaranteeing in most enterprises.Basing his research on the accurate first-hand information gained by investigating, the author points out some problems concerning the management of compensation in the state power enterprise where he has been working and put forward some solutions to them accordingly. This is a useful probe into ways of deepening the reforms about compensation in power enterprises.