The Compensation System Design Optimization Of P Company

P company is a municipal power supply enterprise,in the context of a new round of electric power system reform,to deal with the change of market and company internal environment,the enterprise made a compensation reform at the end of 2015,reform the original use of job skills wage system to the post merit pay system.This article use the data of the post merit pay system through the 2016,at the same time analysis of the compensation of combined with 2015 annual salary data,analyzes the compensation system reform for P company for the advantage of the post merit pay system,at the same time through the data statistics,the methods of questionnaire investigation and employee interviews,analyzes the problems existing in the current compensation system of P company,including salary distribution system is not perfect,employee compensation way a single,right tendency obvious,the staff lack a sense of fairness,etc.This article in view of the above several workers relatively strong company compensation system reflect have exposed the problem,according to the practical situation and the strategic target of the P company,using the theory of fair,dual factors theory psychology under the perspective of the theory of compensation optimizes the above questions one by one.First in promoting employee compensation way a single,right tendency obvious problems,in this paper,on the basis of the existing post performance-related pay increase the rank system of the staff,to provide staff in addition to the promotion of the other employees rising channel,at the same time the company experts talent reward way to modify this part and sustainability of expert talent incentive measures are put forward,and according to the integral problem,interview the staff mentioned partial modification of the existing compensation system of integral;In view of the performance distribution mechanism is not perfect,this article performance by adjusting the organization structure,improve the performance of the scheme,the reasonable use of methods such as performance evaluation results for the company’s current performance optimizes distribution way,carried out in order to in the certain degree to alleviate performance appraisal failed state;For maintenance staff a sense of fairness,ask staff ageing compensation and so on,also in the article expounds the preliminary solution,try to cut pipe company interests from the aspects of compensation problem to be optimized.Paper also expounds the detail implementation plan,the countermeasure and the suggestion,pay attention to make the compensation system combined with the company’s strategy,taking into account the development of the employees,more press close to,meet the enterprise development,conforms to the development of the employees.The research of this paper is to supplement and perfect the current compensation system of the company,which provides a beneficial attempt in theory and practice.This thesis innovation point lies in the concrete implementation of power supply company compensation system in the process of loopholes and staff pay attention to the capture of sensitive issues,in view of the problem is optimized at the same time,targeted more facilitate the practical application of the company.