Source Power Generation Company To Compensation Management System Design

In the future of the intense competing business environment, human resource administration will be crucial for a enterprise development. A perfect payoff institute is powerful to abstract, improve and sustain the talents. How to design a series of reasonable and scientific payoff system is one difficulty of enterprise payoff administration. The Sweeping-reward Administration (SRA) complies economic payoff and noneconomic payoff, meets the multi-requiries of the staff, represents present payoff system designing trend. SRA designing is the issue discussed in this paper.Chapter 1, Preface, introduces the background of topic selection and basic research idea, presents some valuable points.Chapter 2, Introduction To Payoff Administration Theory, illuminates payoff theories and their effects, discusses the main theories to support this paper, ends with introducing domestic and foreign payoff research and developing trend. SRA theory is the main part.Chapter 3, Industry Analysis And Present Enterprise Payoff Administration Analysis, analyzed the present power generate industry in our country, introduces the general business of Zhongyuan Power Generate Co. Ltd., analyzed the existing problems of this company's payoff administration.Chapter 4, Payoff System Designing In Zhongyuan Power Generate Co. Ltd., illuminates this company's SRA designing in detail from theoritical and practical research bases. The payoff system is complied as duty salary + profit salary + bonus and special payment + stock periodic right + welfares arrangement + noneconomic payoff. Duty salary is designed in broad band, handed out every month. Profit salary is handed out according different duties and evaluation, keeps a certain proportion to duty salary. Bonus will be decided by the general manager's judgment on the business situation and the board evaluation. Special payment includes over working payment, special awards, etc. Stock periodic right is long term stimulus, designed for the core staff. Welfares system is designed according different duties. Noneconomic payoff includes staff dual developing channels, training, learning, duty change and promotion, etc. Introduces the staffs reaction after undertaking the new payoff system and some hence preferential change in the company.This payoff designing combines theoritical analysis to industrial features and this company's reality illuminates the designing idea for economic payoff and noneconomic...