Research On The Optimization Of Employee Compensation System In XX Power Supply Company

In the process of my country’s national economic development,the power industry is very important,and it is of great help to the development of people’s livelihood and social undertakings.In the context of the deepening of the power system reform,power supply enterprises are bound to take the road of modern management,which is of great significance for the stable,sustainable and safe development of power energy.At the same time,with the continuous and rapid development of my country’s big data and Internet technology,high-tech industries are also developing rapidly,and in the market competition,the competition intensity of power companies is gradually increasing.If the power supply company wants to enhance its competitiveness,it must continuously enhance its scientific and modern management.In enterprise management,a more important point is the optimization of the salary system.A good salary system can effectively improve the efficiency of the enterprise in daily production,operation and management,improve the work efficiency of employees and change the work attitude of employees.The compensation system of XX Power Supply Company is still in the reform period of the1990 s.At that time,the standard of the job skill compensation system was too fixed,which had no obvious correlation with the performance,post value and quality and ability of current employees,and could not effectively reflect their post value and contribution.Therefore,it gradually lost the competitiveness of attracting core talents for the company.Overtime can not be legal overtime compensation;Bonus evaluation indicators lack objective performance bonus evaluation management methods,and there is even the phenomenon of "more work,less work,the same",which seriously affects the enthusiasm of employees,and hit the initiative and subjective initiative.In this paper,the compensation system of XX Power Supply Company is taken as the research object.In order to implement the intensive construction of human resources in power grid Company,the original compensation management system of the company is reformed.In order to meet the requirements of further promoting the unification of the compensation and welfare system,it is necessary to design the corresponding compensation system and system centering on the development mode of "intensive human resources,property and materials" and the strategic planning of "construction,construction,operation,overhaul and marketing system" of China Southern Power Grid Company.At the same time,it is necessary to control each process of the company’s compensation system reform to ensure that the compensation system reform can be carried out smoothly and efficiently.This paper combines the case analysis method,questionnaire survey method and non structural interview method.Firstly,the research mentioned the background and significance of the topic selection,and the research on the optimization of the salary system by domestic and foreign scholars.Then,it introduced the concepts of salary and salary system,and introduced the two factor theory,Maslow’s demand hierarchy theory and equity theory.On this basis,the current situation of the salary system of XX power supply company is analyzed from four aspects: basic salary,bonus,allowance and welfare in the post skill salary system.At the same time,the author conducted a questionnaire survey on the rationality of the salary system structure,the fairness of the salary system,the incentive of the salary system and the rationality of performance appraisal,analyzed the questionnaire results,explored the problems and causes of the salary system of XX power supply company,and designed the design scheme and safeguard measures of the salary system of XX power supply company.There are three main problems in the current salary system of XX power supply company,which are: lack of rationality of post salary,lack of fairness and legitimacy of overtime salary,and lack of incentive of bonus.The main reasons for these problems are: the salary system is backward and rigid,the post salary evaluation standard is single,the post is too fixed,the abnormal overtime culture,the legal awareness is weak,and the bonus evaluation standard is unreasonable.The ideas followed in the optimization design of the salary system in this paper are: establish and improve the salary promotion mechanism,optimize the salary evaluation standard,enhance the publicity and implementation of legal awareness,optimize the overtime salary system,optimize the bonus evaluation process and standard.At the same time,it puts forward the optimization scheme of salary system: basic salary optimization,mainly from the optimization of post salary and overtime salary;The bonus optimization is mainly carried out from two aspects: optimizing the bonus evaluation mode and ensuring the openness and transparency of the salary system.Finally,it puts forward safeguard measures from three aspects: organization,system and culture.Through the research of this paper,it can solve the problem for the salary system optimization of XX power supply company,and play a certain reference role for the salary system optimization of other power supply companies.Through the research of this paper,a relatively complete investigation and analysis are carried out on the current compensation system of the enterprise.Through optimize the XX power supply company compensation system,resolving power supply enterprises outstanding contradictions and problems,first of all,is to solve the problem of salary distribution,to ensure the team stable,make the operation to ensure a healthy steady and fast,make the company more legality,fairness,and incentive pay system,stimulate staff’s work enthusiasm and innovation spirit,So that the company’s salary management work to the benign development of the road to adapt to the new situation of enterprise development needs.At the same time,it is also expected to play a reference role in salary management of power supply companies in other regions.