Compensation Strategy Study On D Power Group

After the Third Plenary Session of the eighteen,deepening reform become the biggest driving force in the transformation of China's economic and social development,as well as the fundamental guarantee for the sustained and healthy development of China's economy in the new normal.In the tide of deepening reform,state-owned enterprises reform and SoE income distribution becomes the key.D Power Group(hereinafter referred to as the "Group"),as a typical large state-owned power enterprises,possesses the managing and operating characteristics like wide management area,spanning multiple industries,complicated personnel structure,various forms of employment,rapid growth of enterprise and employee etc.,while the compensation management possesses the problems as the salary strategy does not match that of business,salary structure and salary levels need market-oriented reforms,the income gap is too large,the income distribution is unfair,salary incentive is not enough,the brain drain and a series of serious problems.Therefore,D Power Group is facing an urgent situation of internal and external compensation reform.The paper,taking compensation management of the group as the breakthrough point,combined with its manage status and existing problems,is to conduct a comprehensive study and build its compensation strategy system which fully includes compensation basis,compensation design and compensation managing system.First of all,the theoretical basis of D Power Group compensation strategic management based on the studying of the research status of compensation strategy home and abroad,summarizing of the features of compensation strategy study,and analyzing of all kinds of related theory on compensation and compensation strategy.Secondly,based on the theory,the paper analyzed the current situation and characteristics of the company's compensation strategy and compensation management,found the main problems and bottlenecks in compensation management at present,and analyzed the causes.Thirdly,according to the above analysis,the paper conducted research and design on mechanism of compensation management and distribution,including forming the compensation management systems,optimization of labor cost management mechanism,the use of the post performance salary mechanism,etc..In addition,the paper designed the salary distribution principles and gross pay distribution model fitting for D Power Group,by the methods of principal component analysis,multiple linear regression,and the coefficient adjustment method before verifying the rationality of them.Through a series of model research,analysis and measurement,here come these advantages compared to the original ones as follows.The model broadens the scope of the company's management salary distribution.It is benefit for total compensation over-all planning and control.It is more in line with the SAC management requirements and group's human resource management need.It reflects the strategic orientation and efficiency-oriented development of the company's salary distribution.In the end comes the summarization the research conclusion of D Power Group salary strategy system.