A石油公司低成本战略下的一线员工薪酬激励研究

发布时间：2018-03-31 12:33

本文选题：石油石化企业　切入点：低成本战略　出处：《内蒙古财经大学》2017年硕士论文

【摘要】：作为企业生存与发展的重要资源,拥有一支稳定、熟练、高效的一线员工队伍非常重要,一线员工作为企业提质创效的主体,只有团结稳定凝心聚力,才能使企业具有核心竞争力并且稳健快速的发展。随着国际油价断崖式的下跌,给国内外石油石化企业经营发展带来了巨大的挑战与压力,企业经营成本陡然增大,这就使在高油价时企业掩盖的成本硬性增长、管理低调粗放等问题逐渐凸显出来。许多公司根据这种现状及时调整公司的发展定位和思考自身的发展战略,纷纷采取了压缩员工总量、缩减管理层级、减少管理费用、挖掘内部潜效等手段来降低企业的经营成本,并普遍实行了低成本战略,导致企业一线员工工资与福利普遍下降,工作积极性受到打击,公司销量与利润逐年降低,甚至出现了严重亏损的状况。为了研究这种环境与背景下石油石化企业一线员工的激励机制,本文以A石油公司为例,在低成本战略的前提下,通过制定科学合理有效的薪酬分配和绩效考核方案,将高毛利商品与一线员工的销售任务进行挂钩,与原有的升油工资进行互补,提升“油卡非润”一体化营销的效果,来增加一线员工的收入,弥补工资总额不足导致升油工资挂钩缺口的问题。从而进一步提升一线员工的工作热情,增加一线员工的积极性,保证公司今后平稳快速的发展,最终实现公司巩固份额、提质增效、扭亏为盈的工作目标。本文主要内容:首先,提出研究问题并阐述本文研究的意义及现状,以低成本战略理论、战略人力资源理论和薪酬激励理论为基础,深入分析A石油公司战略变革的现状及趋势,为研究开展提供方向性的指导;其次,介绍A石油公司一线员工的基本情况以及企业战略转型后具体的绩效考核和薪酬管理方案,详细阐述方案的设计过程和原理;再次,总结了低成本战略下一线员工薪酬激励的主要成效,并采用发放调查问卷的方式研究了一线员工薪酬激励存在的问题和原因;最后,对于出现的问题给出相应的对策和建议。研究结论如下:一是薪酬激励体系的制定与公司的发展战略目标必须保持高度一致;二是一线员工薪酬激励的目标要外在激励与内在激励相结合;三是有效的人力资源管理和薪酬激励体系可以使企业战略更好的实施与实现。总之,通过有效的人力资源管理,能够最大限度地调动一线人员主动性、积极性和创造性,激活员工的潜力和企业的活力,从而更好的实现企业低成本的发展战略。
[Abstract]:As an important resource for the survival and development of enterprises, it is very important to have a stable, skilled and efficient front-line staff. With the falling of international oil price, it brings great challenge and pressure to the management and development of domestic and foreign petroleum and petrochemical enterprises, and the operating cost of the enterprises increases sharply. This has gradually exposed the problems of hard cost growth concealed by enterprises when oil prices are high, low profile and extensive management, and so on. Many companies have timely adjusted their development positioning and pondered their own development strategies according to this situation. Many measures have been taken to reduce the operating costs of enterprises, such as reducing the total number of employees, reducing the level of management, reducing the cost of management and tapping into internal potential effects, and generally implementing the low cost strategy, which leads to a general decline in the wages and benefits of front-line employees in enterprises. In order to study the incentive mechanism of front-line staff in petroleum and petrochemical enterprises under this environment and background, this paper takes A oil company as an example. Under the premise of low cost strategy, through the formulation of scientific, reasonable and effective salary distribution and performance appraisal scheme, the high gross margin goods are linked to the sales tasks of the front-line staff, and complementary with the original increase in oil wage. Improve the effect of "oil card non-run" integrated marketing, to increase the income of front-line staff, make up for the problem that the lack of total wages leads to the gap in the increase of oil wages, so as to further enhance the enthusiasm of front-line employees. Increase the enthusiasm of front-line staff, ensure the company's smooth and rapid development in the future, and ultimately achieve the company's share consolidation, quality and efficiency, turn losses into profits. The main content of this paper: first, Based on the theory of low cost strategy, the theory of strategic human resources and the theory of salary incentive, the paper analyzes the present situation and trend of the strategic change of A oil company deeply, which is based on the theory of low cost strategy, the theory of strategic human resources and the theory of salary incentive. In order to provide directional guidance for the research; secondly, introduce the basic situation of A oil company front-line staff and the specific performance appraisal and salary management plan after the strategic transformation of the company, elaborate the design process and principle of the scheme in detail; thirdly, This paper summarizes the main results of salary incentive of front-line staff under low cost strategy, and studies the problems and causes of compensation incentive of front-line staff by means of questionnaire. Finally, The research conclusions are as follows: first, the formulation of compensation incentive system and the development strategy of the company must be highly consistent; Second, the goal of salary incentive for front-line employees should be combined with internal incentive; third, an effective human resources management and compensation incentive system can make the enterprise strategy better implemented and realized. In short, through effective human resources management, It can maximize the initiative, enthusiasm and creativity of the front-line personnel, activate the potential of employees and the vitality of the enterprise, so as to better realize the development strategy of the enterprise with low cost.
【学位授予单位】：内蒙古财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F426.22;F272.92

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