Research On Compensation System Optimization Of Technical Staff In A Thermoelectric Company

In China,state-owned enterprises have always been the main force of the national economy,affecting the development of the whole social economy in terms of national policies and industry.Among them,the electric power industry is a typical representative,and related to people’s livelihood issues,is the top priority of state-owned enterprises.Nowadays,the rapid development of economy and society further increases the demand for electricity in various regions,which makes the production and operation requirements of the electric power industry more stringent.From the overall environment,the electric power industry in the three northeastern provinces is in the critical period of industrial structure adjustment.Due to the central government’s policy support for the revitalization of northeast China during the 14th Five-Year Plan period,the power demand in Northeast China,especially the industrial power consumption,is expected to have considerable room for growth.At the same time,we should also be aware that the development of electric power in northeast China is still in a relatively difficult period,the challenges facing the whole industry are also emerging,and the industrial structure is still relatively backward.In a word,the electric power enterprises in northeast China are generally in the critical stage of green transformation and technological upgrading,among which talents will be an important resource for the long-term development of enterprises in the future,so it is particularly important to absorb and motivate professional and technical employees.This study selects the compensation system of A Thermoelectric Limited liability company in JL Province(hereinafter referred to as A Thermoelectric Company),with the purpose of exploring A new model for the electric power industry in Northeast China to adapt to the existing market economy.In view of the salary system of the front-line technical staff in the production department(workshop)of A Thermoelectric Company,the current situation of the "salary point system" implemented by the company is analyzed and studied in detail,and the main problems of the current salary system are found on the basis of the relevant salary theory.First of all,at present,all employees of A Thermoelectric Company share A set of salary system,which does not give preference to technical employees and cannot highlight the work nature and characteristics of front-line technical employees with the salary system.Secondly,the hierarchical structure of the current implementation of salary point salary scale is too simple,the salary increase of the technical staff between the same post is not large,and the professional technical ability of the technical staff can not be reflected in the salary;Thirdly,the current compensation system is not enough to encourage technical staffs professional and technical ability,skill level and other aspects,deviating from the strategic orientation of enterprises to strengthen staff’s personal ability;Finally,the salary system lacks flexibility,and the salary increase frequency of technical employees is obviously less,which is easy to cause employee dissatisfaction,and the proportion of performance in personal income is too small.In order to better adapt to the long-term development of A Thermoelectric Company,fully mobilize the enthusiasm of production technical staff,and establish an incentive mechanism in line with the current needs of technical staff,it is necessary to optimize the design of the company’s compensation system.Based on the original "salary point system",this study expands the two dimensions of post level and salary level,and locks the initial salary level according to the technical staffs value confirmation standard table.At the same time,the key factors such as professional and technical title and skilled worker grade are highlighted in the confirmation table of employee value.The operating rules of post level change and salary adjustment are standardized to make the salary change and salary increase of technical staff more smoothly and improve the satisfaction of technical staff.Finally,a 40%performance-based salary was added to improve the flexibility and flexibility of the overall salary of technical staff.To sum up,the compensation system of technical staff in A Thermoelectric Company becomes more scientific,reasonable,flexible and diverse after optimization.Because the thermoelectric company in the electric power industry in the state-owned enterprises have a certain typicality,hope this study,from the small to see the big,is going through the market-oriented reform of state-owned enterprises salary system optimization design,play some reference role.In general,A thermoelectric company in northeast China,state-owned enterprises,electric power industry has very obvious representative,this study hope that through the production line technical staff to the optimal design of compensation system,the reform of state-owned enterprises pay system such as certain inspiration function,can drive the marketization of state-owned enterprise human resources in the northeast of further deepening,Reduce the siphon effect of southern provinces and regions on excellent human resources in northeast China,promote the return of talents in northeast China,and bring state-owned enterprises into a virtuous cycle.