| In the past five years,Huineng company successively set up the New Energy Design & Research Institute,Carbon Asset Management Company and Maintenance Company,actively expand the business and constantly formed the chain-development of new energy industry.As the project development,design&consulting,operation maintenance development gradually,market competition gradually fierce,personnel situation gradually complicated,the single "post salary system" can't effectively matching with the company's development stage.The problems between the continuous development of the company and staff incentive become the most prominent problem except the policy level.How to effectively integrate internal and external resources,perfect the organizational framework,establish synchronous compensation system to improve the position,skill and income associated with competitive incentive constraint mechanism,is particularly important.The paper analyzing the existing salary distribution system of the Huineng Company.,to manage the basic problems as the starting point,design more reasonable,incentive salary distribution system by analyzing the company's structure,the total compensation approval and salary distribution way.Based on the above analysis,combined with the incentive theory and compensation theory,through position analysis,value evaluation,compensation structure design and implementation of management,to optimize the company's existing salary distribution system research,make the company's compensation system fully fit the company's development stage,characteristics and strategies.Through the implementation of the safeguard measures,adjusts and optimizes the employee distribution system in time,and continually improvement mechanism of compensation.Finally,through the evaluation for optimization design of compensation system,make the company more competitive,fairness,incentive and achieve maximum benefit maximization and the interests of the employees. |
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