Optimization of Chinese power enterprises R&D staff incentive mechanism

With the deepening of electric power market reform in China,the monopoly edge of the state-owned electric power enterprises will lose.On the basis of the existing post performance salary mechanism,Chinese power enterprises need to optimize the incentive mechanism of R&D staff,to arouse the R&D staff's enthusiasm and creativity,to adapt to the new market competition and further improve market value.Whilst the incentive mechanism optimizing processing needs to consider not only the changing market environment but also the personal and working characteristics of R&D staff.This paper summarizes the characteristics of the current Chinese power enterprises' R&D staff:staff's theory quality is high,but insensitive to the market;they are confronted with heavy workload and diversified job choices;managers can observe their behavior choices or not;besides,the process of R&D is complex and the market reactions of R&D achievements are uncertain.Based on the premise of the above features,two incentive models are established in this paper from the point of view of enterprise managers.One is for the situation when staff's behavior choices can be observed;the other is for the situation when staff's behavior choices cannot be observed.Through solving the model,we analyze the optimization path of electric power enterprises R&D staff incentive mechanism under these conditions:(1) when staff's behavior choices can be observed,managers can pay more to the R&D staff who develop products with higher output value,in order to encourage them to work harder.(2) when staff's behavior choices cannot be observed,managers should take reasonable strategies according to the different situations:a.when R&D staff incentive totally depend on the market value of the R&D achievements,managers should allocate workload rationally according to their different technical levels;b.when the market reactions of R&D results become more precarious,managers need to reduce the incentive intensity which based on the market value and raise their fixed salary level;c.when R&D staff become more risk averse,managers should reduce the incentive intensity which based on the market value and raise their fixed salary level;on the contrary,managers should improve the incentive intensity and reduce the fixed salary level.

Chinese Enterprises Have More Discourse Power

This year’s B20 meeting has produced 20 policy recommendations.My involvement in the SME working group has given me more insight into the increasing discourse power of Chinese entrepreneurs.We are facing a time of digital globalization.As one of the first explor-

Carbon performance evaluation model from the perspective of circular economy~The case of Chinese thermal power enterprise

Carbon emission reduction is the only way to alleviate environmental problems,such as global warming.Effective evaluation of carbon performance can help enterprises to carry out energy saving and emission reduction activities to a certain extent and promote sustainable development.This paper constructs a carbon performance evaluation index system that includes the four dimensions of carbon resource(energy)input,cycle,output,and carbon management by incorporating the principles of circular economy and the theory of resource value circulation from the perspective of the flow trajectory of carbon-containing resources in the circulation of enterprises combined with the production characteristics of thermoelectric enterprises.Subsequently,combined with the case study,this paper discusses the scientific and practical nature of the system and provides another way of thinking for carbon performance evaluation of micro-enterprises in other industries.This paper expands the application boundary of matter-element model and supplements the literature of carbon performance,which has certain theoretical and practical significance.

Application Research of Ingroup Preference in Employee Relationship Management

With stepwise development of Chinese enterprise,management problem is increasingly prominent,especially human resource management issues. Facing international environment of entering into World Trade Organization,the country accelerates construction pace of human resource management subject in colleges and universities,which provides professional channel for management efficiency and market competition ability of Chinese enterprise,but it is still far from practice. In this paper,the concept,origin and inhibition factors of ingroup preference are elaborated. Based on the visual angle of ingroup preference,started from four dimensions( enterprise incentive system,talent management idea,psychological contract and employee communication consciousness),main problems existing in employee relationship management of modern enterprise are explored. It is specially emphasized that manager often holds the blame in front of dealing with the crisis after contradiction,which is " fatal point" neglected in employee relationship management of modern enterprise. To improve its core competitive power,enterprise must value harmonious relationship with employees.

Three Management Innovations of SGCC and Three Transformations of IBM

Through analyses of the three transformations of IBM and the three management innovations of the State Grid Corporation of China (SGCC) and its consequential achievements, this paper condudes that the key to management is innovation. An enterprise can obtain core competitive advantages for sustainable development only if the innovation it makes is closely integrated with its management. Hereby SGCC has set up a good example for other state-owned enterprises to carry out innovational management.

A comparative study on grid resource utilization rate between China Southern Power Grid and National Grid Plc of UK

Grid resource utilization rate plays a key role in power grid operation.Although the proportion of population and the area in China Southern Power Grid(CSG)and National Grid Plc of UK(NG)are nearly,grid resources utilization of CSG is lower than that of NG.In this paper,the utilization of human resources and equipment resources of CSG and NG have been reviewed.It is discovered that there is a large gap between these two companies.The results show that the utilization in CSG is about 20%to 50%of that in NG.And it is estimated that if the equipment resources utilization of CSG increases to the level of NG in 2012,the coal consumption and thus CO2 emissions would be reduced by 17 million tons and 21 million tons,respectively.As China is a developing country and Britain is a mature developed country,it is to some extent reasonable that grid resources utilization of CSG is lower than that of NG.The benefits of improving equipment resources utilization are illustrated in detail,which provided the reference for developing the grid resource utilization in China.