Study On Middle Management Compensation Incentives In Gu'an Power Supply Branch

In the modern enterprise system,the salary system is very important,and in the era of knowledge economy,the middle managers of enterprises are also one of the core assets of the company.In this context,how to give full play to the company's salary incentives to promote the company's middle managers to better contribute to the development of the enterprise has become a hot topic of discussion.Based on this,this paper analyzes and studies the salary incentive for middle managers of the Gu'an County Power Supply Branch of the State Grid Yubei Electric Power Co.,Ltd.(hereinafter referred to as Gu'an County Power Supply Branch).Through the study of this paper,we can see:First,the salary incentives of the middle managers of Gu'an County Power Supply Branch mainly include basic annual salary + performance bonus + welfare + related subsidies.Among them,the performance of dividends is to open up the middle-level managers and post-level pay gap between the main factors.In order to better understand the problems existing in the operation of the salary incentive system for the middle managers of Gu'an County Power Supply Branch,a random sample survey was conducted on the middle managers of the power supply branch of Gu'an County.The survey results show that the average satisfaction of the middle management of Gu'an County Power Supply Branch's pay incentive system is 3.013,which is a low level of general satisfaction.Second,the problems with the salary incentives of the middle managers of Gu'an County Power Supply Branch include:First,the material compensation system is not perfect.Mainly manifested in the relatively low level of compensation of middle managers,the mismatch between the salary standards and the value of the job,the lower proportion of the performance dividends and the unreasonable salary distribution time.The second is to ignore non-monetary compensation incentives.Mainly manifested as lack of good training incentives,lack of career planning and other issues.Third,there is insufficient support for performance appraisal in salary incentives.The main manifestations are the lack of scientific basis for compensation incentives,lack of democracy and comprehensiveness of salary incentives,and other issues.In view of the above problems,this paper carefully analyzes the causes of the problems from the lack of strategic incentives for salaried incentives,the lack of pertinence in the design of compensation incentives,and the failure to establish a scientific concept of performance management,and proposes the compensation incentive system for middle managers in the power supply branch of Gu'an County.Restructuring the specific ideas and methods initiatives:We will improve the design of material reward incentive systems,strengthen the support role of performance appraisal for salary incentives,improve the incentive system for the middle managers,and establish the supervision constraints and positive and negative incentive mechanisms for the middle managers of the Guansu County Power Supply Branch.In the end,the research on the full text is summarized and analyzed.