Research On Optimization Of Salary Management Of GY Power Plant

With the deepening of the reform of state-owned enterprises and the rapid development of the power generation industry,power plants,as important energy supply enterprises,provide a strong guarantee for China’s economic development.In the face of energy structure adjustment and deepening market reform,GY power plants are facing energy conservation,efficiency improvement and transformation and upgrading,so as to face the new requirements put forward by the state for energy enterprises.Therefore,GY power plants need to constantly pay attention to changes in the external market,improve the management level of power plants,and strengthen the competitiveness of the external market.Among the many management measures,compensation management is the most effective,which provides favorable conditions for GY Power Plant to cultivate a professional and multi-energy high-level technical personnel.It will further improve its competitiveness,innovation,control,influence and risk resistance,and also promote GY Power Plant to achieve high-quality development in the new stage of development.Based on this,this paper is based on the relevant theories of salary management and adopts literature analysis,questionnaire survey and field interviews.The GY power plant salary satisfaction questionnaire was designed through the four dimensions of salary level,welfare,salary structure and salary management,and then further conducted in-depth interviews and research in the field,which added the views of some team members and made further supplements to cover different job types of employees in the power plant more comprehensively.The purpose of this move is to understand the demands of employees at a deeper level,find out the problems and causes of salary management in GY power plants,and put forward targeted optimization countermeasures.After investigation,it was found that due to the lack of strategic guidance of the enterprise,the low quality of human resources managers,the lack of feedback mechanism for salary implementation and other reasons,the satisfaction of employees’ salary management is not high,the position salary system does not meet the development needs of employees,the external competitiveness of salary is not strong,the performance appraisal is unfair,the welfare system.According to the problems and causes,this paper proposes to improve the current job analysis and evaluation,scientifically adjust the salary composition,pay attention to the salary level of the external market,appropriately adjust the salary strategy,improve the transparency of the assessment,ensure the fairness of the process and the reliable results,formulate a flexible and humanized welfare system for employees,and the power plant strategy and the salary war Slightly match,improve the professional level of salary management personnel,improve the information disclosure mechanism,establish effective communication channels and other optimization countermeasures.Then put forward the corresponding measures for optimizing research in the three directions of organizational system,personnel and funds.It is hoped that through this research,the capital-intensive and technology-intensive GY power plant can improve the salary management ability,stimulate the potential of employees,attract and retain outstanding talents,and promote the GY power plant to achieve high-quality and sustainable development in the new stage of development.At the same time,it can provide reference for the same type of state-owned power plants with similar problems.It has further expanded the application of salary management in the power industry of state-owned enterprises.