Research On Salary System Design For The Technical Staff Of Natural Gas Power Plant C

“We aim to have CO₂emissions peak before 2030 and achieve carbon neutrality before 2060.”“We shall build a new electricity system mainly powered by new energy source.”Under the above instructions of President Xi Jinping,energy industry has ushered in a new phase of green,low-carbon development.In the context of“carbon emission peak and carbon neutrality”,the development space of coal-fired power plants is increasingly limited.As a clean and low-carbon fossil energy source,natural gas power is generating obvious environmental benefits which is drawing more and more attention,so as its growing impact in energy system.In recent years,the installed capacity of natural gas power in China has shown an upward trend year by year,inclining to become an important part of Chinese energy system in the future.However,due to the late starting of natural gas power in China,the salary management in the gas power industry basically follows the traditional path of coal power management.Not only a series of drawbacks of the salary management of traditional power plants remain,but also the operating feature of natural gas power industry is not taken into consideration,and an appropriate adjustment cannot be made for technical staff of difference.This thesis focuses on the research of constructing a scientific and reasonable salary system for the technical staff of natural gas power plants.First,it fully combines the advantages of qualitative and quantitative analysis,and proposes a research method for the design of salary system for the technical staff in natural gas power plants,namely fuzzy comprehensive evaluation method based on analytic hierarchy process（AHP）using triangular fuzzy number,transforming qualitative problems into quantitative problems through fuzzy mathematical relations.Second,the Delphi method is used in the thesis to determine the evaluation index of the technical staff’post value in natural gas power plants,as well as the degree of membership of each index relative to the evaluation level.Then the fuzzy weight of each index of different level is calculated according to the geometric characteristics of triangular fuzzy numbers,and the target post value is calculated to get a final score through a comprehensive evaluation method,thus forming a general method for comprehensive evaluation of the post value of the technical staff in natural gas power plants.Last,on the basis of post value evaluation,the general design principles and methods of broadband salary structure are put forward.This paper conducts a practical study on the technical department of company C,a large-scale natural gas power plant representative of the industry to some degree,by selecting 3 middle and senior managers from company C to form a hierarchical structure evaluation team,and 17 senior technical staff to form a comprehensive evaluation team of post value.Through the collection and theoretical analysis of evaluation data,the evaluation index system and the target post value of the technical staff in Company C are obtained,and the broadband salary structure is designed,which verifies that the above theoretical methods for salary system design are feasible for the technical staff in the natural gas power plants.This thesis consists of five chapters.Chapter 1 is the introductory part;Chapter 2elaborates on salary-related theories;Chapter 3 details the theoretical approach of fuzzy comprehensive evaluation based on analytic hierarchy process（AHP）using triangular fuzzy number;Chapter 4 presents an empirical study on the design of salary system for the technical staff in natural gas power plant C,which is the thematic part of this thesis;Chapter 5 is the conclusion and implications,which presents the research conclusion,management implications and research outlook of this thesis.