Research On The Optimization Of Performance Compensation System Of W Power Supply Section

In the process of China's economic and social development,railway plays an important role as a major artery,shouldering the responsibility and mission of"transportation power,railway first".Facing the new normal of high quality development in China's economic transformation,railway enterprises must change their ideas,accelerate the reform,and establish a modern enterprise management system as soon as possible to meet the new market demand and challenges.China railway group adhere to the spirit and the party's 19th the opinions of the state council on reforming state-owned enterprises wage decision mechanism,decided to further promote the overall performance appraisal work,establish and improve the accord with the characteristics of railway enterprise post performance salary allocation incentive and constraint mechanism,fully mobilize the enthusiasm of worker safety,hurried production,create benefit.The research object of this paper is the W power supply section,which is one of the equipment management stations subordinate to H bureau company of China railway group.It is mainly responsible for the application,management and maintenance of railway power and traction power supply equipment.In recent years,in order to improve production safety and quality,W power supply section has comprehensively strengthened maintenance operation standardization and fine management,and achieved certain results.However,due to the failure to establish and improve the matching salary distribution model,it is unable to generate sufficient incentives for workers,which hinders the steady improvement of production safety and quality.According to the previous research of pay for performance system,this paper first combines the compensation theory,performance appraisal theory and incentive theory to explain their content.Second,based on the result of W current performance pay distribution,analysizing the nature of the enterprise,pay structures,performance salary allocation scheme of specific circumstances.Third,with the method of questionnaire,focus interview,this paper collecting the staff s concerns of pay for performance scope,amount,calculation,equity,dynamic and other related problems.Fourth,using the key performance evaluation method and factor assessment method,combining with the salary structure in the multiple projects and the characteristics of each post in the whole section,the key performance evaluation criteria were proposed.Finally,based on the principles of legality,scientificity,fairness,difference,dynamics,incentive and transparency of performance compensation,the performance compensation system is fully implemented for the W power supply segment,and a set of performance evaluation index system for employees that fits its operation characteristics is constructed.The purpose of this paper is to improve the operation management level of railway power supply section by proposing performance compensation optimization scheme of W power supply section and corresponding measures to guarantee the implementation of performance compensation system,and to provide certain reference for the performance compensation reform of other subordinate stations of China railway group.