Optimization and reconstruction of Hubei Huadian Wuchang thermal power plant

Re-establish the organizational structure according to the principles of lean and efficient, clear tasks, unified command, combination of centralization and decentralization, and combination of implementation and supervision. The new organizational structure system embodies that strategic tasks are decomposed into departments, responsibilities are not omitted or duplicated, departments are lean and personnel are efficient.

The number of management departments decreased from 16 before the reform to 12 after the reform, with a reduction rate of 25%. In terms of production operation, the production technology department and the long-term value office are merged into the production management department, and the operation function of the fuel department is merged into the operation department to avoid multi-head management, eliminate dead ends in management and reduce cross-management between departments. Through the combination of some functions, the production management process is simple and clear, which reduces the workload of coordination between departments and ensures the integrity of the production process. In terms of business management, the management of planning, finance and material procurement has been further strengthened, especially the seriousness, accuracy and predictability of planning, and the planned control and budget control of cost management have been realized. As the cost control center of enterprises, multi-industry material companies are placed under the management of main business, and their functional focus has changed from serving main business to cost control. The establishment of the purchase price monitoring of the planning and operation department ensures the high efficiency of material procurement. In the aspect of party-mass management, it is clearly put forward that the function of corporate culture construction should be assigned to the political work department to provide organizational guarantee for the sustainable development of enterprises. In terms of multi-industries, the original management department and the general manager's work department will be effectively integrated, and the Wuyang Finance Department and the Power Plant Finance Department will be merged to form a large financial structure. The organizational structure of the new engineering company adds a general manager to run the company on the basis of the original engineering department and marketing department, which ensures the internal management of the company and is conducive to the company's external expansion and rapid growth. The combination of departmental functions of the new organization has improved the quality requirements of department managers, and the requirements for the authorization and control of departments are more clear. According to the different business models in the enterprise, different salary management methods are designed, and various salary models such as annual salary system, commission salary, performance salary and contract salary are introduced to match the management behavior. According to the main power generation industry, multi-industries facing market competition and logistics support departments, different salary structures are designed to realize the incentive effect of different mechanisms on different departments. On the basis of re-staffing, according to the job description, the posts in the whole plant are divided into several categories according to the job content, responsibilities and skill requirements, and 1 ~ 3 standard posts (80 posts in total) are selected for each category. According to the 28 factors of job evaluation, the job evaluation table and statistical analysis program are designed, and 40 senior leaders, middle-level cadres and ordinary employees are invited to form an expert group according to a certain proportion. On the basis of the existing salary system and post grade setting of the enterprise, according to the post salary score, the gap within the post grade is appropriately widened, and a post grade is divided into two or three grades. Skills wages, insurance and allowances are temporarily implemented according to the original standards. This not only ensures the continuity of wage policy, but also reasonably opens the gap between various positions. The new rank coefficient is based on post evaluation, scientific and fair, and can truly reflect the post value and characteristics. On this basis, according to the characteristics of electric power enterprises, based on post salary, various salary forms such as post salary, performance salary (bonus), commission salary and project salary are designed, and different salary forms are combined according to different main objects such as electric power production, engineering construction and market development of enterprises, so that the salary distribution form can match its production and operation behavior. Electric power production and management personnel implement post salary system, engineering construction personnel implement project salary system, and marketing personnel implement sales salary system. At the same time, the wage system is closely linked with various performance appraisal systems, which embodies the incentive function and coordination function of wages.