| The electric power industry in our country has formed gradually the new operation mechanism of national supervision committee, five big electricity generation groups, two big electrical network companies, because of the reform of China electric power system which has implemented the separation from power grid to power generation enterprises. This change also brings the change of electric power market, which main showed on the performance of electric quantity competition, electrovalence competition and competition of talent intensely. How does the electric generation enterprise adapt the market with fast changes and how to enhance the enterprise overall competitive power? The key point is to enhance the business capacity of me whole enterprise and to realize enterprise resources optimized disposition, especially human resources optimized disposition. The establish of the science and effective salary management system will be the solution for electricity generation enterprise and will be a powerful way manage the crisis and the talented person crisis.Compensation system is one of the most important aspects of human resource management in this area, for it has great significance for businesses on how to attract talent to come, to stay and a better incentive to work hard to achieve business goals. Because of the reform and opening up, the pace of development of China’s enterprises have made to make the world amazing results in the past thirty years. However, corresponding to this, in many companies, especially large state-owned enterprise, the workforce management still exist many deficiencies, what led to the business inefficiencies. The establishment and improvement of enterprises compensation system is an important aspect of staff management. In the process of further improving the efficiency of state-owned enterprises, how to improve enterprise compensation system, and motivate potential into full play is an important proposition.The object of this paper is a traditional medium-sized power company. Now is the crucial stage of reform of the electricity conducted system. Future development pattern of power enterprises are faced with breaking the monopoly of the development of the situation, the power of traditional enterprise competitive advantage will be gone. Therefore, how to reforming the compensation system according to the actual needs of enterprises, is the key issues that the current power companies need to address This article is focused on this research to study the necessity of A power company’s compensation system reform, introduces the theory of corporate compensation system, and then analyzes the numerous deficiencies A power companies compensation system exists, and make the improved research according to the theory of enterprise compensation management.The appropriate conclusions is significant not only for the future reform of the A company’s compensation system,but also have more reference for similar companies.This article based on the current enterprise salary management research achievement and the method, proposes the electric power enterprise salary system design mentality and the method, taking the A electric power company as an example, using mainly of the theoretical analysis and the thorough investigation method, combining the trend of modern salary management, the characteristics of electric power profession and the salary management present situation in our country. In the empirical analysis, through methods of investigation and study, staff interview, this paper mainly discusses the key questions existened in the original salary management system of A electric power company, considering the human resource characteristic and future strategic development direction of the company, researching and drawing lessons from the successful enterprise of the incentive mechanism and the salary system, from respects of optimization conformity, hillock firewood level evaluation and establishment of the performance appraisal system, makes improvement of the original salary system plan which will match the enterprise strategy and the organization construction. Exploring the direction of incentive mechanism of power enterprise development, it provides power enterprises an operable salary incentive model to meet the needs of the development of Chinese enterprises. |
