Compensation Management System Optimization Design About Electric Power Supply Company In WA Country

Driven by the deepening reform of the power system and the policy of continuous optimization of business environment,State Grid Corporation of China is facing vast operating pressure.Reducing various expenses and precision management must be the long-term key for the company.In 2018,the company decided to transform from the original traditional energy company to a modern energy Internet company,and its business pattern is gradually changing.These factors all resulted in higher requirements for the quality of employees,so it is necessary for the company to encourage employees to work harder and improve themselves by optimizing the "baton" of salary.This paper takes all the formal employees except the senior leaders of WA power supply company as the research object.Through the questionnaire survey and the overall situation analysis of the current salary system of WA power supply company,it concludes that the salary structure of WA power supply company as the current salary system of the county-level power grid company is unreasonable,the incentive of the salary system is insufficient,the fairness of the salary system is insufficient The performance appraisal system is not perfect,and the attention to non monetary compensation is not enough.This paper makes a comprehensive analysis of these four problems from five aspects: the historical origin of the company,the promotion of the position,the disadvantages of the original system,the input of salary management,and the employees’ thoughts.It also optimizes the original position salary system of WA power supply company by using the related theories of broadband salary,salary point salary system,incentive and fairness of salary,and designs a set of more reasonable and flexible position salary Point salary system.This paper also supplements the company’s employees’ daily performance appraisal method,and through the daily performance appraisal method to supplement the shortcomings of the original annual performance appraisal method.In addition,this paper also makes improvement measures for other auxiliary salaries of the company,and optimizes non monetary salaries.The new salary system will be more fair and incentive.On this basis,this paper from the organization,system,culture three aspects for the compensation system optimization program to develop safeguards,so that it can be better implemented.