延长石油集团炼化公司永坪炼油厂薪酬分配方案设计

发布时间：2019-05-25 00:59

【摘要】：人力资源管理的重点是激励机制。薪酬分配是激励员工的重要手段之一。绩效考核是绩效管理和薪酬分配的核心。绩效考核关系整个企业的人员配置、薪酬制定,从而直接影响着企业的整体绩效和竞争力。因此,如何强化企业自身管理意识,建立与现代企业制度相配套的适合企业自身发展的绩效考核体系、薪酬管理制度与分配方案,以最大限度地开发企业人力资源的潜能,充分调动员工积极性和创造性,是永坪炼油厂面临的主要问题之一。本文运用绩效考核与薪酬管理的相关理论和方法,分析了永坪炼油厂薪酬分配方案存在的问题,并为该厂设计了新的薪酬分配方案。全文共分五章：第一章在阐述选题背景和研究意义的基础上,阐述了本文研究的思路、方法、创新点等。第二章阐述了薪酬管理和绩效考核的相关理论,以及国内外研究动态,为本文研究奠定了理论基础。第三章在介绍永坪炼油厂现行薪酬分配方案的基础上,重点从薪酬分配和绩效考核两方面分析了该方案中存在的问题,并提炼出困扰该厂薪酬分配方案设计的主要问题。第四章分别运用等差点数法和软硬指标相结合的绩效考核方法,为该厂设计了新的岗位工资确定标准和绩效工资分配标准,并分析了新方案的优点。第五章在总结本文研究的主要结论,为永坪炼油厂采用本文所设计的薪酬分配方案提出合理化建议。
[Abstract]:The focus of human resource management is incentive mechanism. Salary distribution is one of the important means to motivate employees. Performance appraisal is the core of performance management and salary distribution. Performance appraisal is related to the staffing and salary formulation of the whole enterprise, which directly affects the overall performance and competitiveness of the enterprise. Therefore, how to strengthen the management consciousness of the enterprise itself, establish the performance appraisal system suitable for the development of the enterprise itself, the salary management system and the distribution scheme, so as to develop the potential of the human resources of the enterprise to the maximum extent. Fully mobilizing the enthusiasm and creativity of employees is one of the main problems faced by Yongping Refinery. Based on the theories and methods of performance appraisal and salary management, this paper analyzes the problems existing in the salary distribution scheme of Yongping Refinery, and designs a new salary distribution scheme for the plant. The full text is divided into five chapters: the first chapter, on the basis of expounding the background and significance of the topic, expounds the ideas, methods and innovations of this paper. The second chapter expounds the related theories of salary management and performance appraisal, as well as the research trends at home and abroad, which lays a theoretical foundation for this study. In the third chapter, on the basis of introducing the current salary distribution scheme of Yongping Refinery, the problems existing in the scheme are analyzed from two aspects of salary distribution and performance evaluation, and the main problems that perplexed the design of the salary distribution scheme of the plant are extracted. In the fourth chapter, the performance evaluation method of equal handicap number method and soft and hard index is used to design the new post wage determination standard and performance wage distribution standard for the factory, and the advantages of the new scheme are analyzed. In the fifth chapter, the main conclusions of this paper are summarized, and some reasonable suggestions are put forward for Yongping Refinery to adopt the salary distribution scheme designed in this paper.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.2

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