Study On Optimization Of Compensation Management System Of The State Grid YC Power Supply Company

State Grid Corporation of China(SGCC),is an important pillar of national economic development,the cornerstone of the vigorous development of various undertakings of the Party and the State,and an important guarantee of national energy security.In December 2014,the state issued Several Opinions on Further Deepening the Reform of the Electric Power System,which marked that the reform of the electric power system officially entered a new stage and laid the main tone for the development of the future electric power market.The core of this reform of the electric power system is to implement the marketization of social capital in electricity trading,and establish a price management mechanism in which the market economy determines the pricing of electricity generation and sales,and the government determines the price of electricity transmission and distribution.The implementation of the new electricity reform will bring great changes to the development of electric power enterprises,In the new electricity reform situation,the State Grid Company Limited for a long time the monopoly position of electricity sales will be broken,the company is facing a huge impact and challenge,the company’s internal management reform is also imperative.This paper aims to study the optimization and reform of the salary management system of local and municipal power supply companies under the new situation,including the optimization and improvement of post salary point salary,performance salary,annual merit salary,expert salary and other aspects,so as to achieve the improvement of employees’ work efficiency and enterprise competitiveness.This study mainly analyzes and studies the current performance pay implementation plan of the company,designs and issues questionnaires based on relevant salary management questionnaires and the actual situation of State Grid,and collects 200 employees’ opinions on the implementation of the current salary system.Through the SPSSAU online platform to analyze the results of the questionnaire,the existing questions and causes of the initial salary management system were demonstrated.At the same time,actively referring to a number of domestic and foreign research literatures on salary management,combined with the current research on salary management of YC power supply Company and analysis of the causes of problems,redesigned the position hierarchy frame table and the position salary standard table,broke the original "one post,one level" position salary structure,increased the position salary floating range,and formulated the wage reform rules.Ensure the smooth implementation of the new version of salary points.Reclassify the performance rating and salary ratio coefficient,optimize the calculation method of annual meritorious pay,widen the gap of performance pay,reduce the gap between the total annual meritorious pay and each section,and strengthen the incentive role of compensation.The new salary module of experts and talents is added to improve the salary treatment of experts and talents.The compensation management system of YC power supply company of State Grid was optimized in many aspects by taking multiple measures simultaneously,and it also provided useful reference for the compensation management optimization reform of prefecture-level power supply companies of State Grid.