| The development of human resources,the utilization and cultivation of talent, is the determinant of economic growth, as well as the strategic resources of core competitiveness of enterprises. As an important content of human resource management, develop advanced salary system, is becoming the key factor of benefit maximization for the organizations. How to realize the coalescence of personal goal and objective goal and push the healthy and continued development of an enterprise has become an urgent issue to be tackled by current HR management.As one of the representatives of the technology intensive enterprises, while the power transmission and distribution industry shares common features with technology intensive enterprises, it also boasts unique features--high-quality workers constitute the basis for the development of the power transmission and distribution industry. Through development in recent years, the monopoly position of the power transmission and distribution industry has been broken up by the internal systematic reform in the industry though, there are still problems existing in the internal operation mechanism, staffs philosophy as well as other aspects that need to be further solved and completed. In addition, traditional human resources management led to redundant worker quantity, low working efficiency, unreasonable personnel structure of the department, as well as loss of enterprise employees. In face of these unstable factors hindering better development of the electric power industry, a new mode for human resource management, and especially the reform of the salary welfare system need to put on the agenda in view of the continuously increasing importance in electric power enterprisesIn this paper, the power transmission and transformation enterprises in Ningxia are treated as the research object, through the illustration and application of relevant theories, and according to the author’s many years of working experience in salary management of the power transmission and transformation enterprises, the enterprise’s salary system is analyzed by combining with the present situation of enterprise salary management; and on this basis, the enterprise’s salary system design is optimized. First, transform the previous skill-based payment to position-points salary so as to highlight the importance of the post and also lay more emphasis on the factor of personal quality and capability in calculating payments; Second, put in place relative performance appraisal system concerning individual task performance, abandon the old pattern of egalitarianism and make sure more pay for more work; Third, a wage ladder system shall be established to change the situation that salary remain all the same over years and thus allow the promotion of workers, it can not only motivate the employee but also make them pay more attention to improve professional knowledge and personal competitiveness. On this basis, it optimized the enterprise’s salary system, in the hope that is can provide some referable working ideas and strategies for employee motivation of related to domestic power transmission and distribution enterprises through this study. And it’s hoped that, through this study, a type of salary management ideas and strategies can be provided to the domestic power transmission and transformation enterprises for their references. |
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