Qinghai Electric Power Company Compensation Management And Design Research

With the advent of the knowledge economy era, the carrier of knowledge-people gradually become the most important strategic elements of resources,companies are experiencing a shift from the logic of capital to the logic of knowledgechange the tide. Compensation management human resource management as animportant part of the direct impact on the ability of the business to attract, motivateand retain talent of the most important elements of resources. How to better play therole of compensation management is not only related to the enterprise can play themost important role in resource elements to enhance external competitiveness, butalso directly affect the ability of the business to occupy a favorable position in theincreasingly fierce market competition. Therefore, enterprises must strengthenReflections on the repositioning and compensation management changes and take thenecessary measures to meet the development requirements of the knowledge economyera. However, enterprise compensation management for not doing satisfactory. Asbusinesses by political-legal factors, their own economic factors, social and culturalfactors, and other factors affecting the level of managers and constraints, most of ourbusinesses pay systems are still not perfect, there are still more questions, which fora long-term business sustainable development is extremely unfavorable.This article is based on consideration of the above reasons, in order to analyze apower company in Qinghai object to the forefront of the relevant compensationmanagement theory, to the company’s existing human resources, compensationmanagement diagnostic analysis is based on the status quo, etc., for the company’scurrent compensation system has been re-designed. In the specific implementationprocess redesign is the first of the company’s existing positions were re-analyzed thesystem, by using the questionnaire method, factors point method and AHP redefinedthe indicators of job evaluation factors and their corresponding weight. Then use theinterview as well as external public information inquiries to investigate the company’spay levels, and based on a specific development of Qinghai Electric Power Companyon the local conditions were a power company pay levels Qinghai positioning. Thefinal design of the new system to link salaries to performance-based pay system. This article provides some hope that the design value for the remuneration of themanagement of domestic power industry enterprises reference.