石油（天然气）行业外资制造服务公司员工激励机制的研究

发布时间：2018-01-05 11:23

本文关键词：石油（天然气）行业外资制造服务公司员工激励机制的研究　出处：《天津大学》2014年硕士论文　论文类型：学位论文

【摘要】：石油和天然气作为当今世界上最主要的能源和非常重要的原料，而最重要的是国家GDP增长的关键因素，在提高国民经济水平里有着至关重要的地位。尤其是近几年，由中石化和Chevron等中国和外国石油公司在川东北地区开发的高温、高压、高硫化氢的油（气）田，其产量和产出给中国带来了新的经济增长点。而高温、高压、高硫化氢的油（气）田同时，由于对石油钻完井设备的材料、质量、人员技术服务等的要求非常高，也给外资制造服务商带来了更多的提供设备的机会。作为跨国的完井（井口和采油树）设备服务承包商，在这种高危的环境下安全并高质量并安全的完成设备的技术服务工作是重中之重。本篇论文是从人力资源的角度为出发点，利用国内外知名的激励理论：内容型激励理论、过程型激励理论、强化型激励理论以及综合型激励理论，分析了石油（天然气）行业外资制造服务商利用人力资源管理的手段进行员工的激励，从而让员工绩效提高和满意度的提高，以及影响公司核心竞争力。 SF（美国）公司是集团性公司，在全球有不同的产品体系例如：能源，计量，吊臂、食品设备等，尤其在能源行业有着领头羊的称号。连续5年被《Fortune》杂志评为最受赞赏的企业，名列石油（天然气）设备企业第一名。本篇论文以SF（美国）公司作为例子，来进行对石油（天然气）行业外资制造服务公司在人力资源方面的优势和劣势来进行讨论，通过一系列的调研和调查并且结合了实际情况，提出了策略和完善的措施。第一，增强公司的凝聚力和领导力，并且根据整体社会环境和根据公司的战略来制定有公司文化和企业特色的企业文化。第二，组织团队建设和提供相应的技术和素质培训，来为员工提供职业发展的机会。第三，利用薪酬体系和业绩考评制度为员工提供有竞争力的薪酬体系，来激发员工的积极性和公司的稳定。这三方面是互相促进的，而不是独立存在的，这样才能使的激励和人力资源管理达到最优效果。
[Abstract]:Oil and natural gas as the world's most important energy and very important raw materials, and the most important is the national GDP growth key factors. Especially in recent years, Chinese and foreign oil companies such as Sinopec and Chevron have developed high temperature and high pressure in Northeast Sichuan. The production and output of oil (gas) field with high hydrogen sulfide has brought new economic growth point to China, while oil (gas) field with high temperature, high pressure and high hydrogen sulfide is also due to the quality of materials for oil drilling and completion equipment. The requirements of personnel and technical services are very high, and it also brings more opportunities for foreign manufacturers to provide equipment. As a multinational completion (wellhead and oil production tree) equipment service contractor. In such a high-risk environment, safe and high-quality and safe completion of equipment technical services is the top priority. This paper is from the perspective of human resources as a starting point, the use of well-known incentive theory at home and abroad: content-based incentive theory, process-based incentive theory, reinforcement incentive theory and comprehensive incentive theory. This paper analyzes the stimulation of employees by the means of human resource management of foreign manufacturing service providers in petroleum (natural gas) industry, so as to improve the performance and satisfaction of employees and affect the core competitiveness of the company. SFUSA is a group company with a variety of global product systems such as energy, metrology, boom, food equipment, etc. Especially in the energy industry has the title of leader, for five consecutive years by the magazine "Fortune" as the most admired enterprise. Ranked first in petroleum (natural gas) equipment enterprises. This paper takes SF( USA) as an example. To discuss the advantages and disadvantages of foreign manufacturing and service companies in the oil (natural gas) industry, through a series of research and investigation and combined with the actual situation. First, strengthen the cohesion and leadership of the company, and according to the overall social environment and according to the company's strategy to develop corporate culture and corporate culture. Second. Organize team building and provide corresponding technical and quality training to provide employees with opportunities for career development. Third, use the compensation system and performance appraisal system to provide employees with competitive compensation system. These three aspects are mutually reinforcing, not independent, so that the incentive and human resource management can achieve the optimal effect.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.22

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