The Redesign Of The Salary System Of A Power Company

Under the background of knowledge economy , technological innovation and the global integrated tide, competitions of enterprises to physical and financial resources have gradually transferred to the competitions for the human resources. Attracting, getting and keeping high-quality talents becomes the task of top priority of enterprises. A scientific and suitable salary system can give full play to its' functions of encouraging and guiding , espousing enthusiasm of the staff, as well as attracting and keeping outstanding talents, thus helps to improve enterprise's performance , making enterprises obtain greater competition advantages .However, because of historical and cultural and other reasons, the state-owned enterprises of our country have huge problems on their salary systems and management, the already existing salary—managing system with its strong planned economy color can't meet the needs of modern enterprises to participate in the competitions under market economy and internationalized background . How the state-owned enterprises carry on the salary reform, designing a set of fruitful salary and manage system has become the focus of the industry day by day.A Power company is a typical state-run enterprise, carrying out the nation—unified salary —managing system all the time. After policy of reforming and opening-up, the company has done some adjustments on the salary system, but in vain. The present unreasonable salary system can not shift staffs enthusiasm already, and even causes a large number of outstanding brain drain: all these problems have hindered the long-term development of the company seriously. Aim at the unreasonable system, this text attempts through studying in a large amount the salary management and relevant theory tools etc. to design a set of salary reform schemes which is suitable for A Power company, hoping this can provide some useful ideas for the similar state-owned enterprises at the same time.This thesis is divided into four parts altogether. The first part is a survey of the modern salary theories; The second part is an overview to A Power company, its problems of human resources management are especially analysed and appraised ; The third part, combiningrelevant theories , carries on the design of the reform scheme of the salary to the actualconditions of A Power company; The fourth part is evaluation of this salary reform andsummary.