Research On The Remuneration System Of The Key Personnel In A State-owned Power Generation Enterprises

Economic development is inseparable from energy, and energy is the foundation for national economic development. As the main energy companies, power generation companies are in the monopoly position for a long time. However, with the increasing opening of the economic market, more and more foreign companies come to China to look for business opportunities, this is bound to cause a great impact on our business, we have to do to accept the challenge of preparation. Meanwhile, China has put forward a new development strategy, aiming to optimize the economic structure. Consequently, power generation companies are also subject to market competition. Excellent talents can enhance the competitiveness of enterprises. However, power companies have been unable to meet the demand of the new market environment, and the loss of key personnel becomes a stumbling block, thus how to retain and attract the core talents of enterprises, to maintain the core staff of the work of enthusiasm and freshness, which must cause the attention of modern enterprise managers, but also worthy of the reality of experts and scholars study.According to the theory and methods of modern enterprise salary management, this paper investigates and analyzes the status quo of the remuneration system of the key personnel and their degree of satisfaction. Combined with the actual situation of enterprises, clear the connotation of these factors, in view of the problems existing in the current salary system proposed reasonable optimization scheme, in order to improve the effect of enterprise salary management, the potential of the core staff excitation.Through the research on the salary system of the state-owned power generation enterprises in A, we find that the compensation system must take into account both scientific and equity, in order to improve the core employee’s salary satisfaction. And the key personnel could only be retained with the enhancement of their satisfaction. Key personnel are scarce recourse that all enterprises are competing for, because they give an edge to enterprises that employ them, and help these companies survive in the fierce competition. The incentive remuneration system proposed in this paper provides significant insights to the further development of China’s state-owned power plants.