Research On The Salary Management Of New Energy Power HC Company

China,as a large developing country's rapid economic development,energy consumption is also a big country in the interests of national economic development,but also on the international emission reduction commitments made.In recent years,a lot of fruitful work in the new energy industry or energy conservation,has taken effective measures to guide the industry and the elimination of backward production capacity,etc.,and to develop new energy sources.And how to better promote the development of new energy enterprises,how to optimize the design of compensation management,incentive and has developed market economy and adapt to the development of compensation management programs to gain an advantage in the increasingly fierce competition for talent in order to meet the business requires strategy and business development,it is a major issue of new enterprises,especially energy companies face.This study selected a new energy power HC company as the object of study,reviewing the basic salary management theory,based on the design of the "Pay Satisfaction Questionnaire" for HC remuneration management of salary satisfaction,pay equity,incentive pay several aspects of the appraisal system and so on conducted a questionnaire survey.Effective questionnaires collected after a statistical analysis,the reasons HC compensation management problems can be summarized in five aspects: First,the lack of scientific rationality compensation design,the second is the lack of effective performance management support,the third is conflicts old and new cultural ideas,the fourth is the lackof strategic planning and compensation management,five is the welfare system is not perfect.To solve the HC remuneration management problems and achieve the object of compensation management,based on fairness,rationality,competitiveness,incentives,economic,and strategic direction play principle,HC company conducted a job analysis,job evaluation,market total remuneration survey and control a series of steps designed to pay,HC compensation management programs by the final optimized based on this,the research firm,based on the implementation of the post salary system based,supplemented by the annual salary system salary system.Post Salary wage structure made from the basic wage,salary and bonus three auxiliary units.The basic wage base salary,job Salary constituted by the secondary wage seniority wages,special allowances constituted by the incentive pay for performance and a variety of special awards constitution.Finally,the study proposes a series of measures to protect HC remuneration management program effective implementation.Including the establishment of Remuneration Committee,to enhance communication propaganda,supporting sound remuneration system programs and cultural protection.Compensation management for the industry has a certain reference and guidance.