中原油田专业技术人员薪酬制度设计与实施

发布时间：2018-06-29 14:35

本文选题：中原油田 + 人力资源管理　；参考：《中国石油大学(华东)》2014年硕士论文

【摘要】：中原油田从1975年发现以来,经过近四十年的开发,已经发展为具有石油工程技术服务、油气勘探开发、石油天然气化工等综合优势的国有特大型企业,是我国东部重要的石油天然气生产基地。当前,中原油田明确了建设具有较强竞争力的石油石化企业的发展战略,并结合企业发展战略提出了人才强企战略,但现行薪酬福利制度还存在薄弱环节和不足之处,如:专业技术人员与经营管理和技能操作人员的收入对应关系有待进一步调整;薪酬制度没有建立正常增长机制;专业技术人员福利以普惠性为主,个性化和灵活性不足;此外,专业技术人员的个人成长和发展空间受限,高素质的专业技术人才流失日趋严重。这些都不利于调动专业技术人员的积极性,不利于稳定专业技术人才队伍。本文在对国内外薪酬管理及有关理论研究的基础上,开展薪酬调查,在企业内部了解了专业技术人员薪酬收入满意度,对行业内部部分企业专业技术人员薪酬收入情况进行了调查,同时,系统地分析了油田专业技术人员特点和薪酬制度现状,对比分析了油田各个阶段的薪酬制度,明确了专业技术人员薪酬制度存在的问题,针对问题,依据政策理论、油田发展战略,确定了油田专业技术人员薪酬制度设计的原则和内容,调整优化专业技术岗位设置和对应关系,完善基本薪酬制度,建立了薪酬正常的增长机制,健全完善了福利制度和中长期激励制度,设计了符合油田特点的专业技术人员薪酬制度。再通过计算机推演,验证基本薪酬制度的合理性和可行性。在此基础上,组织实施油田专业技术人员薪酬制度调整工作,平稳推进油田的薪酬制度改革。通过建立具有较强竞争力的薪酬制度,提高薪酬制度的内部公平性和外部先进性,吸引和稳定专业技术人才队伍,持续提升油田市场竞争力,促进油田持续有效和谐发展。
[Abstract]:Since its discovery in 1975, Zhongyuan Oilfield has been developed into a large state-owned enterprise with comprehensive advantages such as petroleum engineering technical services, oil and gas exploration and development, petroleum and natural gas chemical industry, etc., after nearly 40 years of development. Is an important oil and gas production base in the east of China. At present, Zhongyuan Oilfield has defined the development strategy of building petroleum and petrochemical enterprises with strong competitiveness, and put forward the strategy of strengthening enterprises with talents combined with the development strategy of enterprises. However, the current salary and welfare system still has weak links and shortcomings. For example, the corresponding relationship between professional and technical personnel and management and skill operators needs to be further adjusted; the salary system has not established a normal growth mechanism; the benefits of professional and technical personnel are mainly inclusive, individualized and lack of flexibility; In addition, the personal growth and development of professional and technical personnel space is limited, the loss of high-quality professional and technical personnel is becoming more and more serious. These are not conducive to mobilizing the enthusiasm of professional and technical personnel, not conducive to the stability of professional and technical personnel. On the basis of the research on compensation management and related theories at home and abroad, this paper carries out salary survey and understands the satisfaction degree of professional and technical personnel's salary income in the enterprise. This paper investigates the salary income of professional and technical personnel in some enterprises in the industry. At the same time, it systematically analyzes the characteristics and present situation of pay system of professional and technical personnel in oil field, and compares and analyzes the compensation system in various stages of oil field. This paper clarifies the problems existing in the salary system of professional and technical personnel, aiming at the problems, according to the policy theory and the development strategy of the oil field, determines the principles and contents of the salary system design for the professional and technical personnel of the oil field. We have adjusted and optimized the establishment of professional and technical posts and their corresponding relations, improved the basic compensation system, established a normal salary growth mechanism, and perfected the welfare system and the medium- and long-term incentive system. The compensation system of professional technical personnel in accordance with the characteristics of oil field is designed. The rationality and feasibility of the basic salary system are verified by computer deduction. On this basis, the organization and implementation of professional and technical personnel pay system adjustment, smoothly promote the reform of the pay system. Through the establishment of a strong competitive compensation system to improve the internal fairness and external advanced nature of the compensation system, attract and stabilize the contingent of professional and technical personnel, continuously enhance the market competitiveness of oil fields, and promote the sustainable and effective harmonious development of oil fields.
【学位授予单位】：中国石油大学(华东)
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.22;F272.92

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