Research On The Optimization Of The Salary System Of Front-line Employees Of X Power Group

As an important part of the energy industry,the power industry is one of the major industries affecting the national economy.Since the emergence of the COVID-19 pandemic in 2020,China’s economic situation,although steady progress,but the overall international economic situation is still sluggish,such a situation for the business development of enterprises is a major challenge;the 20 th Party Congress report proposed that all industries should accelerate the process of transformation and upgrading of industrial structure,and vigorously develop environmental protection and low-carbon industries.In this situation,enterprises must constantly update the production technology of electric power industry and strengthen the enterprise human resource management.Compensation management is the key to improve enterprise human resource management,and the establishment of a perfect compensation system can effectively solve the problem of fairness and incentive within the enterprise,so that employees can achieve the best working condition and improve the vitality and innovation ability of the enterprise.Under the economic downturn,X Power Generation Company is facing the problem of insufficient capital turnover,and cost control is the most important part of the company’s cost,and salary cost is the most important part of the company’s cost.The proportion of front-line employees in X Power Generation Company is over 90%of the total number of employees,and among the factors that influence the career choice of front-line employees,the pay factor accounts for a very high proportion.Based on the modern compensation management theory,this paper takes the front-line employees of X Power Generation Company as the research object,and makes a preliminary judgment and evaluation of the current compensation system of X Power Generation Company by combining field survey and questionnaire research with statistical analysis tools,and finds that the front-line employees’ compensation satisfaction is not high,the incentive is not strong,the fairness is not enough,and the compensation increase is single.Based on the analysis of the causes of the problems,the optimization plan was proposed,such as re-evaluation of positions,determination of position levels,and improvement of the importance of fairness in performance appraisal,etc.Measures to guarantee the effective implementation of the plan were proposed in terms of organization and system.It is hoped that this will enhance the satisfaction and happiness of front-line employees,stimulate their potential,and lay a good foundation for further structural optimization and upgrading of the company.