Abstract: With the electricity market reform, unifying the gradual implementation of intelligent network planning, power industry Technology Update rate will be faster, which requires power companies to have a number of various types and levels of modern quality Talent . However, the characteristics of its own power supply enterprises, coupled with the impact of the planned economy, most of the existing supply of human resources management business still remains in the traditional system, more and more unable to meet the development of enterprises. This paper discusses the human resources management in the power supply problems, and to put forward these improvements.

Keywords: Supply Human Resource Management The acceleration of economic globalization and knowledge economy era, not only to China's economic development has brought new opportunities, it also brings challenges. The competition of modern enterprises, fundamentally competition for qualified personnel.

Thus, the twenty-first century is the era of new economy, knowledge economy. How to activate corporate human resources, to carry out human resource management innovation, enhance the power supply company has become a competitive imperative.

A power supply of Human Resources
As long monopoly power company has a strong character, combined with the impact of the planned economy, power companies in terms relative to the external environment in the closed state. In practice, power companies more concerned with financial and market issues, human resource management is often overlooked, which prevents the power supply enterprises.

Currently prevailing power structure of corporate human resources unreasonable question. Enterprise absolute excess amount of human resources, but the complex, high-level personnel shortages. Power Enterprise Recruitment Mostly of Polytechnic University Students Or professional students, school management, and understand more than people management, talent structure is single. Production line, the common type, a single type of personnel skills are relatively abundant, while the business skills of top-notch talent and multi-skill relative shortage of qualified personnel, increasing the aging of outstanding issues, new staff members who staff the existing situation does not match, part of the job in fact already "lean" situation.

Second, the power of Human Resource Management Problems
Power supply enterprise human resource management, on the whole is still in the stage of the traditional personnel management. In emphasizing the free flow of talent market economy, this out of touch with the business development strategy, the lack of a set of effective incentive and restraint mechanisms to human resources management, is clearly difficult to meet the market competition.

1, business managers understanding of human resource management is relatively backward
Is the core of human resource management as the most valuable of human resources and wealth development and protection, give full play to their initiative and creativity, to better achieve corporate strategic goals. The current power supply enterprise's human resources departments, in large part for the management staff of enterprises set up, but not for enterprise development strategy. Currently, most power companies are still stuck in the past the leadership of the management level, the employees as a tool for management and control, restrain their enthusiasm and creativity. Human resource management method is more single, process flow, and the development level is not high, innovations, not the overall strategy has not yet established.

2, performance appraisal, salary distribution system to be improved
Pay system is a modern human resources management an important part, is motivating the most basic and effective means. Since the power supply enterprise restructuring has accelerated since the remuneration of management reform, the introduction of the wage system, job performance, continued to "Efficiency and equity" goal, but formed under the planned economy some inherent defect, still exist and hinder the formation of modern compensation incentives.

Recent years, the power supply enterprises to improve the status differential, standard post-level positions, increase the reward efforts to gradually expand the difference in salary distribution.