The Compensation Integration Management Of The Diversified Employment Way

In enterprise,compensation management occupies a pivotal position in the human resources management.Reasonable compensation settings not only can play the incentive effect,it also can reduce the pressure that comes from the artificial cost.Power supply enterprises as the unit of state-owned enterprises,total compensation is limited,employment is diversified,with other management problems,the compensation management is difficult and conflicts appear constantly.How to integrate the compensation,and alleviate the pressure of the enterprise management? How to set the compensation,make the enterprise attract talents,retain talents? Under the background of the reform of state-owned enterprises,it is an important subject in the study of management that makes these enterprises more competitive advantage.This paper took a power supply enterprise state-owned enterprises as an example,based on the enterprise in human resources management recruitment,training,compensation,performance and post management problems,it answered the cause of those problems appearance: compensation conflict,recruitment difficult,all kinds of labor form employee turnover rate in recent years,the work efficiency is low,slacking and so on.And point out the key point of the problem lies in the diversified forms of employment under the compensation management.With diversified employment compensation management as the breakthrough point,under the background of the environment,it put forward the view in the perspective of reform,break the "identity management" in the compensation management of state-owned enterprises,and change it to "post management";it distributes the limited compensation resources of the state-owned power supply enterprises in the form of diversified post management;it set the compensation tends to "three core" : the core position,the core talent and the core business.Used the post evaluation of domestic and foreign advanced and practical method to evaluate the posts,and established the post value evaluation system.Combined with the post value evaluation results,adopted technology grade salary system,posts rank salary system,structure salary system and the elastic compensation system,to set the diversity recruitment staff salary,make the core talented person get corresponding remuneration,in the same time,make the core positions of core talents in psychological and enterprise has a contract,that is will to pay all their efforts to do well the enterprise's core business,to reduce all kinds of management issues that caused by compensation conflict and internal contradictions,So as to realize the management goal of the enterprise.For this,it will be formed a benign cycle,more pay for more work and no pay for no work,let some people satisfied with the work tasks and have not satisfied,and also let others for their labor and income is relatively satisfied.The solution of the diversified compensation under the labor conflict is not single,in this paper,according to a power supply enterprise diversification under the employment of human resources management present situation,reference to internal and abroad diversified recruitment,compensation conflict management and the state-owned enterprise internal characteristic of the power supply enterprise management mode and other related documents and information,the authors of the paper these years engaged in power supply enterprise human resources department,through herself understanding of the power supply enterprise diversified forms of employment and the investigation and interview to diversified labor personnel,grasped the first-hand information,this paper is not convenient to refer to relevant data and the details because of the particularity of power supply enterprise and confidentiality requirements.For compensation conflict management,it is put forward to post management supplemented,with various incentive,put the implementation of performance in place to solve the compensation problems after detailed analysis of enterprises related problems.It is not only a breakthrough and a effective way to solve the compensation conflict for the human resource management of the power supply enterprise,but also provides some reference for the relevant units of state-owned enterprises to solve the same problem.