The Compensation Reforms On Electric Power Materials & Equitment Co. Ltd

Salary management, human resource management of enterprises as a key and core work, and human resources work module are closely linked, each for talent attracting, retaining and motivating plays an irreplaceable role in creating value, but also an important business management approach. The author firm is a large power holdings subsidiaries, and in the management methods of management in accordance with the group company completely, independent method and pattern of human resource management, the lack of a feature of the less, compensation management is even more so.This article through to the enterprise the analysis of existing problems of the compensation system, points out the necessity of pay reforms. Comprehensive use of salary management related theory and combining with enterprise actual proposed to the original the salary system reform plan, new salary system of compensation and performance evaluation more attention, the new system link long-term incentive effect joined the play to the performance, and introduced buckle salary with risk deposit, performance delay in payment, pay structure adjustment, economic sanctions and so on a series of binding condition. The new system will greatly promote company manager group for the company performance role. And at the same time, improve the company ordinary employees work enthusiasm.Total compensation system adopt "dock" and "coefficients adjustment," combining the way. The new system that will not weaken manager team groups, the enthusiasm of the employees for the premise, try to keep stock interest, tried to adjust its incremental benefits. Also is to adhere to the "new and old system docking smooth transition, crossed, classification treat, reflect performance" principle, the total combined with coefficients adjustment dock the docking approaches the maximum compensation system to keep the smooth transition. Salary reform scheme design considered the new salary system of publicity, system implementation process, improve communication and regular fixed salary scheme enforceable.