国际化战略下的石油勘探开发企业薪酬制度构建研究
发布时间：2018-10-15 07:48
【摘要】：中国石油勘探开发企业大力实施国际化战略过程中,面临人力资源管理体系不完善,薪酬制度不适用等突出问题。目前,国内在国际化薪酬管理体系的研究方面主要集中在宏观理论研究,缺乏理论应用研究,如何通过科学的方法构建有效适用的国际化薪酬制度是企业普遍关心的问题。企业薪酬体系构建一般按照薪酬调查、确定薪酬原则和策略、工作分析、岗位评价、确定薪酬类别、设计薪酬结构、形成薪酬管理制度的程序开展。其中依据企业战略导向和管理需要,选择合理的设计方法、确定合适的薪酬策略、设计有效的薪酬结构是确保薪酬体系内部公平性和外部竞争性的有效手段。目前主流的外派员工薪酬设计方法有派出国法、派驻国法、国际性薪酬架构和混合法,通过笔者进行对比分析,认为派出国法在大型跨国企业中已经取得了广泛应用,有效性已被证明,适合在中国国际化石油勘探开发企业薪酬设计中应用。本文将应用派出国法进行国际化战略下石油勘探开发企业薪酬制度设计,通过研究,笔者认为,IPE职位评价系统适用于国际化石油勘探开发企业,目前中国国际化石油勘探开发企业应选择跟随型薪酬策略,薪酬水平定位在市场50分位,在IPE岗位评价的基础上,构建包含岗位工资、津补贴、奖金奖励、福利和长期激励计划的薪酬体系。国际化企业外派员工津补贴设计应保持员工生活水平和质量不变为原则,设置生活成本津贴、生活质量津贴、员工外派津贴等;外派员工福利设计应采取派驻国法,开展自助式福利计划设计,并适时引入EAP计划。同时,本文通过实证研究验证该薪酬体系的科学性和适用性,为企业构建战略引领、统一适用,科学高效,国际接轨的薪酬体系提供参考。
[Abstract]:In the process of implementing internationalization strategy, Chinese petroleum exploration and development enterprises are confronted with outstanding problems such as imperfect human resource management system and unsuitable salary system. At present, the domestic research in the international salary management system mainly focuses on the macro theory research, lack of theoretical application research, how to establish an effective and applicable international compensation system through scientific methods is a common concern of enterprises. The construction of enterprise compensation system is generally carried out according to salary survey, determination of compensation principles and strategies, job analysis, post evaluation, determination of salary categories, design of salary structure, and development of salary management system. According to the strategic orientation and management needs of enterprises, it is an effective means to choose reasonable design methods, determine appropriate compensation strategies and design effective compensation structure to ensure the internal fairness and external competitiveness of the compensation system. At present, the main methods of salary design for expatriate staff include dispatch law, national law, international salary structure and mixed method. Through the author's comparative analysis, the author thinks that the dispatched country law has been widely used in large multinational enterprises. The effectiveness has been proved to be suitable for international oil exploration and development enterprises in China. In this paper, the salary system of petroleum exploration and development enterprises under international strategy will be designed by using the law of dispatched countries. Through the research, the author thinks that the IPE position evaluation system is suitable for international oil exploration and development enterprises. At present, China's international oil exploration and development enterprises should choose the following salary strategy, the salary level is located at 50 position in the market, on the basis of the IPE post evaluation, the construction includes the post salary, the subsidy and the bonus reward. Compensation system for benefits and long-term incentive plans. The stipend design of expatriate employees in international enterprises should keep the standard of living and quality of staff not changed into principle, and set up cost of living allowance, quality of life allowance, employee assignment allowance, etc. Develop self-service welfare program design and introduce EAP program in time. At the same time, this paper verifies the scientific nature and applicability of the compensation system through empirical research, which provides a reference for enterprises to build a strategic guidance, unified application, scientific and efficient, international integration of the compensation system.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22
本文编号：2271847
[Abstract]:In the process of implementing internationalization strategy, Chinese petroleum exploration and development enterprises are confronted with outstanding problems such as imperfect human resource management system and unsuitable salary system. At present, the domestic research in the international salary management system mainly focuses on the macro theory research, lack of theoretical application research, how to establish an effective and applicable international compensation system through scientific methods is a common concern of enterprises. The construction of enterprise compensation system is generally carried out according to salary survey, determination of compensation principles and strategies, job analysis, post evaluation, determination of salary categories, design of salary structure, and development of salary management system. According to the strategic orientation and management needs of enterprises, it is an effective means to choose reasonable design methods, determine appropriate compensation strategies and design effective compensation structure to ensure the internal fairness and external competitiveness of the compensation system. At present, the main methods of salary design for expatriate staff include dispatch law, national law, international salary structure and mixed method. Through the author's comparative analysis, the author thinks that the dispatched country law has been widely used in large multinational enterprises. The effectiveness has been proved to be suitable for international oil exploration and development enterprises in China. In this paper, the salary system of petroleum exploration and development enterprises under international strategy will be designed by using the law of dispatched countries. Through the research, the author thinks that the IPE position evaluation system is suitable for international oil exploration and development enterprises. At present, China's international oil exploration and development enterprises should choose the following salary strategy, the salary level is located at 50 position in the market, on the basis of the IPE post evaluation, the construction includes the post salary, the subsidy and the bonus reward. Compensation system for benefits and long-term incentive plans. The stipend design of expatriate employees in international enterprises should keep the standard of living and quality of staff not changed into principle, and set up cost of living allowance, quality of life allowance, employee assignment allowance, etc. Develop self-service welfare program design and introduce EAP program in time. At the same time, this paper verifies the scientific nature and applicability of the compensation system through empirical research, which provides a reference for enterprises to build a strategic guidance, unified application, scientific and efficient, international integration of the compensation system.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22
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