Research On Salary System Of Weixin Thermal Power Plant

According to the economist Adam Smith's "rational economic man" Man)theory,work is to get economic reward,salary is the basic life guarantee for employees,has psychological incentive function,and more reflects the value of people;according to Adams equity theory and health incentive two factor theory,excellent salary system can improve business performance,shape corporate culture,support enterprise reform and progress,etc.Scientific and reasonable salary system is a powerful guarantee factor to achieve the strategic goal of enterprise management and enhance the competitiveness of enterprises.Salary management is a dynamic management process that determines,distributes and adjusts the principle,strategy,level,structure and composition of employees' salary under the guidance of organizational development strategy.It is an important means for enterprises to attract,retain and motivate talents.It is directly related to the effect of human resource management.It is an important part of human resource management and has an impact on the overall performance of enterprises.Salary system construction is a part of salary management,which refers to the composition and distribution of salary,and an important part of the overall human resource management system of an enterprise.At present,most of thermal power enterprises implement the salary system based on post evaluation.Under the overall trend of market-oriented system reform of power distribution point,continuous reduction of utilization hours of thermal power,and poor operation efficiency,the external competitiveness cannot be fully reflected.If the salary system cannot achieve internal fairness and fairness,and external competitiveness,it will be unable to be fully filled The effective development of an enterprise will be restricted by the lack of cohesion and competitiveness caused by the mobilization of employees' enthusiasm.Only by building a more scientific and reasonable salary system and ensuring internal fairness,can we effectively motivate employees and stabilize the staff team;only with external competitiveness,can we attract more outstanding talents in the industry to join the team.More importantly,it can fully motivateemployees to explore their potential,constantly improve themselves,enhance the cohesion of enterprises,and finally play the incentive and cohesion functions of compensation.Therefore,a scientific and reasonable compensation system is of great significance for the survival and sustainable development of thermal power enterprises.Weixin thermal power plant was established in 2005.Before August 2015,its salary system was "rank salary + various subsidies".After that,the post level salary point system was established.Referring to the post level setting of similar thermal power units,nearly 120 posts were divided into 9 levels,and each level was set with16 levels,to guide the employees to improve continuously,to change the post and salary,and to raise the file steadily,which is helpful to motivate the employees It has a good effect.However,in the process of implementation,problems and deficiencies such as salary does not incline to key positions and core talents,the lack of reasonable evaluation of post value,and the lack of effective performance management system have gradually emerged.As an MBA graduation thesis,this paper studies the post level salary system of Weixin thermal power plant by using the knowledge and technology learned,through literature collection,research,questionnaire,field interview,etc.,and finds that there are many problems in the design and implementation of the salary system of Weixin thermal power plant,which is not suitable for the development of Weixin thermal power plant.Based on the principles of legality,stability,fairness,competitive incentive,flexibility and economy,this paper puts forward the optimization goal of establishing a complete salary management system under the guidance of enterprise strategic orientation,analyzes the current salary point system of Weixin thermal power plant,and analyzes four aspects: Post integration,post salary level evaluation,performance appraisal system and self-service welfare On the one hand,the paper puts forward the optimization design idea for the compensation system of Weixin thermal power plant to improve the internal fairness and external competitiveness of the compensation system.At the same time,aimingat how to ensure the implementation of the optimization idea,the paper puts forward measures such as improving the salary management organization,broadening the career development channel of employees,strengthening the education and training of employees,etc.,so as to ensure the implementation of the optimization design and achieve results.Finally,some security requirements are put forward for the optimization measures,such as optimizing compensation management organization,daily timely adjustment,deepening the construction of compensation system and other security optimization measures.The research not only improves the fairness and incentive of the compensation system of Weixin thermal power plant fundamentally,and enables the enterprise to gain an advantageous position in the market competition,which has certain reference value and significance for the construction of the compensation system of similar thermal power plants.