Research On Salary Difference Of Differentemployment System In State-Ownedpower Enterprise

With the continuous improvement of the socialist market economic system and the continuous promotion of the national system reform,the system reform of the state-owned electric power enterprises is also proceeding steadily.In order to meet the needs of its own development and meet its long-term development requirements,the employment system of state-owned electric power enterprises has gradually established a form of employment,which takes internal employment as the core and external employment as auxiliary.However,with the increasing contradictions between the establishment constraints and the expansion of business volume,the non-establishment personnel of state-owned electric power enterprises have become an indispensable and important component of various departments.However,the workers and staff members outside the establishment should enjoy equal rights.The labor rights and so on have been violated to some extent.The contradictions between the staff and workers inside and outside the establishment are beginning to appear,among which the most prominent contradictions are concentrated on the differences in salary.The improvement of salary management system can directly promote the competitiveness of enterprises and the long-term development of employees,and to a certain extent,it can also promote the development of electric power industry.Therefore,in the development of state-owned electric power enterprises,it is necessary to pay attention to the preparation of internal and external personnel compensation planning,reflect the spirit of people-oriented,and practice people-oriented governance,in order to improve the employees undefined loyalty to state-owned electric power enterprises.With the continuous change of the way of employment,the problem of salary becomes more and more prominent.In order to solve this problem effectively,this paper takes Enterprise A as a case study,based on the theory of fairness and compensation equity.This paper makes a systematic analysis on the employment form and salary system of this enterprise,and summarizes the specific situation of salary difference under different employment systems by questionnaire survey.Under the support of empirical research data,this paper further verifies the difference between formal and informal employees undefined salary in A enterprise,and points out that there is a big gap between formal and informal employees undefined salary setting standards in this enterprise.The difference between formal and informal employees undefined salary level is great,the distribution of formal and informal employees undefined performance wage is unreasonable,the formal and informal employees undefined salary promotion is unreasonable and so on.The main reasons behind the problem are the defects of the internal management system,the imperfection of the external environment of the enterprise,the low level of education and technology of the laborer,and so on,and then the main experiences of the United States and Japan in solving this problem can be used for reference reasonably.Suggestions on how to perfect the system of Employment and salary in State-owned Electric Power Enterprises.On the one hand,the author puts forward some suggestions on how to perfect the employment and salary system of the state-owned electric power enterprises.On the one hand,it further optimizes the employment system,constructs the fair compensation system,and realizes it in practice.On the other hand,the government and related departments should play an active role to solve the problem of pay difference in state-owned power enterprises under different employment systems.It is hoped that the above research and analysis can provide some reference for other state-owned enterprises and government departments facing this problem.