Electricity Production Enterprise Employee Compensation Satisfaction Empirical Research

It is well known that in the management mode of modern enterprises,compensation management has become a very important role in the human resource management system.In the existing large state-owned enterprises,want to keep professional skilled talents play a vital role to the enterprise,must rely on a set of scientific deep,strong rationality,applicability of high salary management can really attract of advanced core enterprise need talent.In this paper,the author studies on enterprise belongs to the Beijing municipal power production enterprises,the same research object for the four types of gas and steam combined cycle units cogeneration power plant as an example,the selection of different types of staff as the research object,mainly divided into the enterprise senior management,middle management,production line,production management personnel and administrative staff of several major categories),mainly using the analysis of related literature,the method of questionnaire survey was conducted for enterprise employees to accumulate data,after using the method of statistical analysis of relevant data analysis of variance analysis and mean,according to the analysis of the results for different types of enterprise staff one by one,put forward the solution.The object of the questionnaire survey in Beijing,respectively,belong to a group of four gas thermal power enterprises,are the city state-owned type thermoelectric center,the existing staff are between 100-150 people,one production line and proportion of professional and technical personnel account for 60% to 70% of the enterprise.The input,output,environment and pay satisfaction factors constitute the four dimensions of the pay satisfaction scale.The input factors include educational background,knowledge content,ability,efficiency and certification.The output factors include basic salary,year-end performance bonus and employee benefits;Environmental factors include the proportion of total compensation,the proportion of base salary and year-end performance reward,the increase of salary and the process of employee promotion.The salary satisfaction dimension includes base salary,year-end performance reward,base salary and year-end performance reward ratio and employee benefits.Through the analysis of the data as a result,it is not difficult to conclude that for employees according to the different gender,age,educational background,work time limit,on-the-job professional post time and post sequence,summarizes each of the different types of enterprise staff group corresponding compensation satisfaction,dissatisfied employees find relative content and relative groups for further analysis,find the corresponding improve such employee groups pay satisfaction methods,is the purpose of this study,eventually to achieve power production enterprise core target of the mass transfer efficiency to make a positive contribution.Combined with the data analysis results and the corresponding theoretical foundation,has some targeted Suggestions,such as the enterprise will be for different employees to take different approaches to solve the problem,for male employees,enterprise can focus on grasping the career planning work;For female employees,enterprises can focus on the implementation environment of their pay to improve employees' satisfaction with salary.More attention should be paid to the group of employees between the ages of 25 and 35 and between 6 and 10 years of work.Enterprise according to the survey the undergraduate group's satisfaction,at the same time for such people to develop relatively scientific and reasonable career planning,also can use professional training,internal lectures to enhance such employee groups such as awareness,so as to solve their pay satisfaction is low.For people who are on the frontline of production,more communication is needed.They have mastered the core technology and skills of the enterprise and are not satisfied with the input and output.Finally the enterprise can be in a certain extent,to meet such people skills outside training,internal training,production annual,quarterly,and monthly bonus,overtime and night shift,and so on incentives,effectively improve their pay satisfaction.Optimize the compensation system of the company and further improve the employee's satisfaction with salary.