洛阳中石化公司技能操作人员薪酬激励研究
发布时间：2019-01-05 12:18
【摘要】：本文首先综述了前人有关技能操作人员薪酬激励的研究成果，然后对中石化洛阳分公司的技能操作人员薪酬激励现状进行了分析，并对公司内部技能操作人员薪酬满意度进行了调查，在此基础上，得出洛阳中石化公司论文中以下简称ZL公司存在薪酬结构不合理、激励效果不佳、薪酬设计不公平、福利制度差异化不明显等问题，，找出其薪酬理念落后、缺乏科学的薪酬系统设计与业绩考核等原因。 继而，在薪酬激励机制设计目的和原则的指导思想下，先确定薪酬战略、再进行技能操作人员的工作分析和岗位评价、然后与同地区技能操作人员薪酬进行调查比较、确定影响薪酬水平的因素，重新规划了ZL公司薪酬激励方案。新的薪酬方案中，其岗位工资按岗位级别及其基薪系数拓宽了基本工资的按提高了基薪宽幅，提出绩效工资与岗位工资按比例挂钩、与个人业绩和企业业绩等相联系，并进一步加强了工龄工资、加班工资、福利待遇的公平与合理性。建立一个兼顾公平、激励的薪酬制度，以便能更好的发挥技能操作人员的积极性，鼓励技能操作人员向更高技能人才晋升，以期达到员工和企业同步成长的目标。 文章最后对本薪酬激励设计方案提出了包括建立合理的岗位评价制度、构建完善的绩效管理系统、薪酬方案沟通和审定机制等具体的保证措施。对该薪酬方案从整体性、竞争性、合理性、灵活性角度进行了评价，为后续进一步的研究提出了方向。
[Abstract]:This paper first summarizes the previous research results on the compensation incentive of skilled operators, and then analyzes the current situation of the compensation incentive of skilled operators in Luoyang Branch of Sinopec. On the basis of the investigation of the satisfaction degree of the skilled operators in the company, it is concluded that the salary structure is unreasonable, the incentive effect is not good, and the compensation design is unfair in the thesis of Luoyang Sinopec Company. The difference of welfare system is not obvious, and the reasons are found out, such as the backward salary concept, the lack of scientific salary system design and performance appraisal. Then, under the guiding ideology of the design purpose and principle of the salary incentive mechanism, the salary strategy is determined first, then the job analysis and the post evaluation of the skilled operator are carried out, and then the salary of the skilled operator in the same area is investigated and compared. Determine the factors affecting the level of compensation, and re-plan the ZL compensation incentive plan. In the new salary scheme, the post salary broadens the base salary according to the post level and its base salary coefficient, and puts forward that the performance wage is proportional to the post salary, and it is related to the individual performance and the enterprise performance. And further strengthened the length of service wages, overtime wages, welfare benefits fair and reasonable. To establish a pay system that takes equity and motivation into account in order to give full play to the enthusiasm of skilled operators and encourage them to be promoted to higher skilled personnel in order to achieve the goal of simultaneous growth of employees and enterprises. At the end of this paper, the author puts forward some specific guarantee measures, such as establishing reasonable post evaluation system, constructing perfect performance management system, communication and approval mechanism of compensation scheme. This paper evaluates the compensation scheme from the aspects of integrity, competition, rationality and flexibility, and puts forward the direction for further study.
【学位授予单位】：河南科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.722
本文编号：2401776
[Abstract]:This paper first summarizes the previous research results on the compensation incentive of skilled operators, and then analyzes the current situation of the compensation incentive of skilled operators in Luoyang Branch of Sinopec. On the basis of the investigation of the satisfaction degree of the skilled operators in the company, it is concluded that the salary structure is unreasonable, the incentive effect is not good, and the compensation design is unfair in the thesis of Luoyang Sinopec Company. The difference of welfare system is not obvious, and the reasons are found out, such as the backward salary concept, the lack of scientific salary system design and performance appraisal. Then, under the guiding ideology of the design purpose and principle of the salary incentive mechanism, the salary strategy is determined first, then the job analysis and the post evaluation of the skilled operator are carried out, and then the salary of the skilled operator in the same area is investigated and compared. Determine the factors affecting the level of compensation, and re-plan the ZL compensation incentive plan. In the new salary scheme, the post salary broadens the base salary according to the post level and its base salary coefficient, and puts forward that the performance wage is proportional to the post salary, and it is related to the individual performance and the enterprise performance. And further strengthened the length of service wages, overtime wages, welfare benefits fair and reasonable. To establish a pay system that takes equity and motivation into account in order to give full play to the enthusiasm of skilled operators and encourage them to be promoted to higher skilled personnel in order to achieve the goal of simultaneous growth of employees and enterprises. At the end of this paper, the author puts forward some specific guarantee measures, such as establishing reasonable post evaluation system, constructing perfect performance management system, communication and approval mechanism of compensation scheme. This paper evaluates the compensation scheme from the aspects of integrity, competition, rationality and flexibility, and puts forward the direction for further study.
【学位授予单位】：河南科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.722
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