Research On Workers’ Compensation System In Operation Department Of Shen Zhen Mawan Power Company Limited

The total electricity consumption of China is about 5.5 trillion KWH in 2015. With the highest power generation capacity around the world, China’s total power generation capacity has reached about 1.5 billion KW(1.5 billion KWH per hour) and is still expanding, which means the average full load time of different types of power unit is only 154 days. In another word, 58%of capacity is in a standby state for a long time. Same with other power generation enterprises,SMP(short for Shenzhen Mawan Power Company Limited) is facing a growing competition as well. Although SMP is in monopoly industry, and it still has a great output, however,accumulation of problems has weakened its competitiveness. One of the management issues is the unreasonable compensation system. It directly leads to the worker’s dissatisfaction and slack mood of operation department; even it leads to severe outflow of talents. To improve the current situation and workers’ satisfaction so as to enhance overall performance, it’s urgent to analyze the workers’ compensation system of SMP and therefore to make some optimization.Based on the compensation theory, this paper applies questionnaire research method to widely collect the suggestions and advices of workers of operation department. According to the salary level in this industry and by analyzing the current salary budget approach and salary structure, it finds out the salary budget approach which is made behind closed doors leads to the competitiveness is keep weakening; moreover, the vertical salary structure has hindered workers’ career development. By research on performance assessment, this paper finds out that the current salary system focus more on guarantee function but lacks incentives.According to maslow’s hierarchy of needs, broadband compensation theory, by analyzing the salary structure, salary function and the principle of salary design, this paper contributes to redesign the broadband compensation system and performance assessment system in operation department of SMP by using the method of position evaluation and analysis. It introduces the team performance bonus plan, personal monthly performance salary plan and personal annual performance salary upgrade plan. By this way, it improves the workers’ enthusiasm, team cooperation consciousness and the level of individual performance and team performance. It also improves the overall performance, so as to enhance the overall competitiveness of enterprise.