A Research On The Optimization Of The Compensation System For The Grass-Roots Employees Of Company C

The report of the 20 th CPC National Congress pointed out that state-owned enterprises are the important material and political basis of socialism with Chinese characteristics,and the important pillar and relying force of our Party’s ruling and rejuvenating the country.We should deepen the reform of state-owned assets and state-owned enterprises,accelerate the optimization and structural adjustment of the state-owned economy,promote state-owned capital and state-owned enterprises to become stronger,better and larger,enhance the core competitiveness of enterprises,and accelerate the construction of world-class enterprises.Since the implementation of the three-year action to deepen the reform of state-owned enterprises,the State Grid Corporation of China has conscientiously implemented the decisions and arrangements of the Party Central Committee and the State Council,continued to promote the optimization of business layout and structural adjustment,and is gradually transforming from a traditional general power-based state-owned enterprise to an internationally leading energy interconnection network enterprise with Chinese characteristics,which means that the business model and difficulty of the enterprise will change greatly,It must gradually change from the traditional monopoly operation mode to the market-oriented operation mode,which requires a higher management level and a more fair and incentive salary system.C Power Supply Company is a county-level enterprise subordinate to the State Grid Corporation of China.It is located in a prefecture-level city in central Hubei,with a power supply area of 536.86 square kilometers and a population of 1.1136 million.Since the reform of state-owned enterprises was carried out,Company C has been exploring its own development direction,hoping to create a unique competitive advantage through the reform of the salary system.On the basis of sorting out and studying the current research situation at home and abroad and the relevant theoretical basis,this paper deeply analyzes the current situation of C company’s salary system through questionnaire survey and field interview,and finds that there are still serious imperfect salary system,"egalitarianism" phenomenon,unscientific setting of evaluation indicators and low salary level mismatch The salary level is seriously divorced from the value contribution.And through the analysis of the causes of the problems found,combined with the characteristics of the enterprise itself,the path of salary optimization is proposed.The specific plan includes: optimizing the salary strategy,improving the assessment indicators,enriching the salary structure,unblocking the promotion channel and strengthening the welfare design.In order to ensure the smooth progress of the optimization of the salary system,this paper also proposes four guarantee measures: organizational guarantee,institutional guarantee,fairness guarantee and supervision and assessment guarantee.Through the optimization research of the salary system.It is conducive to improving the internal fairness and external competitiveness of the enterprise’s remuneration,and improving the well-being of employees.At the same time,it is conducive to the construction of enterprise talent team and provides talent support for high-quality development.