Shenhua Shendong Electric Power Company Salary System Design

Electric power industry is an important public relations and the people’s livelihood based industry, in the current to construct a socialist harmonious society and building a well-off society career, undertakes the important economic, political and social responsibility. The electric power industry enterprise management practice has proved, the human resources development, staff incentive pay attention to, and strive to build a high quality talent team, it is an important guarantee for the development of enterprises, but also the key to the sustainable development of enterprise. Reasonable and effective compensation system can effectively stimulate the enthusiasm and initiative of employees, promote employees to achieve goals, improve the company’s benefit, and at the same time, in the increasingly fierce competition of knowledge economy attract and retain a combat-worthy employee team. Therefore, compensation problem is electric power industry enterprise the core of development.Shenhua shendong electric power company for Shenhua group, a wholly owned subsidiary, the original old salary management system, greatly constrained the staffs working enthusiasm and initiative. To establish a new salary system, can reasonable evaluation of each post, to each employee reasonable work reward, solve the increasingly serious staff discontent and conflict will become company salary management an important problem to be solved.This paper from the salary and compensation system theory, the shenhua shendong electric power company current salary system, analyzes the current operation of the problems existing in the compensation system. And on this basis, to establish and enterprise features and development trend of current compensation to adapt post performance salary system for ideas, redesigned shenhua shendong electric power company salary system. Shenhua shendong electric power company for position analysis and post value evaluation, design the post performance salary system’s structure, determine the corresponding salary level. In order to guarantee the normal operation of the compensation system, the enterprise salary management according to the law of the application of corresponding measures continuous.