Research On The Improvement Of Power Company's Working Hour Credit Paymet System

With the development of the electric power system,the power companies have continuously strenghened organizational performance management and performance-oriented functions,improved staff performence incetive mechanisms under the joint influence of the internal and external evironment.the power companies' s grass-roots groups have also implemented labor-hour accumulation system,which has stimulated employee's performance.However,grass-roots employee's labor-hour credit system is still limited by the disunity of the labor-hour's value dimension,the ambiguous definition of the unit point working value,different value in the same point,which weakens the incentives to staff and restricts further promotion of the system.Aimed to clearly define the standard labor-hour measurement basis,establish a labor statistical method based on time consumed and working quality,realise the labor-hour-credit based salary,CS company has established the standard instruction of the work,and set up the standard working credit calculation system,thus implementing the improvement of the grass-roots employee's working hour credit payment system by analysing the working procedure.This paper summarises CS Company's ideas and thoughts on improving the grass-roots employee's working hour credit payment system.The working hour credit payment system of the CS Company's grass-roots employee is studied by questionnaire survey,its defects such as unscientific credit standard,egalitarianism,lack of incentives to core staff,lack of practicability,unfulfillment in hierarchical responsibility evaluation are high lighted.Through further analysis,the reasons for the above issues are below:The company has not successfully tracked the effectiveness of some key positions,and has not solved the issues occurred in the operation process.Some person's fear of difficulty is not eliminated and the quality of employee varies.To improve the effectiveness of working hour credit payment system of grass-roots employee,this paper believes that the collective interests and personal needs,systematism and practicability,individuality and humanity should all be taken into account.The scientificity of the target is improved,the position evaluation system is completed,the effectiveness tracking,the practicability and incentives are enhanced;Moreover,the internal incentive compensation system should be improved,young employee's cultivation and career management should be enhanced.