Optimization On The Compensation System Of Fz Power Supply Company

In recent years,with the intensification and implementation of the strategic deployment of our party and country by SGCC(State Grid Corporation of China),“World first-class power grid,international first-class enterprise” has been formally put forward as SGCC target.In the transformation of the state grid corporation development mode and transformation of the grid development mode,Fz power supply company has completed the construction of “the intensivism of three and the major of five”.But conpensation system is still the salary allocation system on the post technical ability,which was established during the "three systems" reform period in 1993,and cannot get along with the increasingly intense external environment of competition and the changes in development strategy.Based on the theory of compensation management,this paper analyzes the problems existing in the current compensation system of Fz power supply company,and shows the necessity of improving the compensation system by questionnaires.On this basis,it is proposed to solve the existing problems by optimizing the salary system,insurance system,welfare system and so on.First,we design the post-performance salary system.For setting up a salary system which takes the post salary as the base salary,we set up the factors of salary,the way of accumulative integral,and adjusted the standard of supplemental wage.The second is by combining the relationship between performance pay and performance management and taking the result of performance evaluation as an integral factor,to ensure the effectiveness of performance management implementation.The third is to standardize the implementation of the welfare guarantee system from the management team to the management mode.Besides,by arranging the early work of post-performance salary system,the prevention measures and countermeasures are formulated in view of the risk of pre-judgment,to ensures the implementation of the post-performance salary system.In order to meet the needs of the reform and development of the company,complete the job change and salary change management,Fz power supply company implements the post-performance salary system,deepening the construction of salary distribution mechanism,strengthening application of the results of performance assessment and the evaluation of ability and quality in the salary distribution,and this will give full play to the incentive effect of the compensation,and encourage departments and employees to constantly improve their performance,finaly achieve the strategic objectives of enterprises.