中石化ZYGC总公司二公司员工激励体系优化设计

发布时间：2018-07-20 10:57

【摘要】：众所周知,企业未来竞争的关键是吸引人才和留住人才,而在薪酬福利、职业发展,技能培训方面对员工实施成功有效的激励,能够充分调动企业员工生产和工作的热情,激发员工的创造力,并使其对企业有归属感,将其内在能量的激发与员工自身利益的追求和企业的长远战略发展相结合,最终实现企业员工自身价值与企业价值的双赢局面。为了有效配置和使用中石化ZYGC总公司二公司的人力资源,建立更加科学完善的员工激励机制,提升自身经营管理水平。本文选择以中石化ZYGC总公司二公司的现行激励方案为研究对象,采用理论与实际相结合的方式,在对国内员工激励相关资料进行收集和整理的基础上,结合企业的现行员工激励体系方面所存在的问题,对现有的员工激励体系进行深入剖析,并提出相应的改善措施和方案。在方案优化过程中,综合运用优化薪酬体系结构、关键绩效指标考核法、360度绩效评估法和完善职业发展规划等方法形成整体的激励优化方案。具体为,本文从员工岗位类别、岗位级别、学历结构、性别结构、年龄结构和职称结构方面开始,明确了企业激励对象的特点。结合对现有具体的物质激励方面和精神激励方面的阐述和针对员工激励机制满意度的问卷调查,发现了存在薪酬福利体系弹性和激励性不足、职业发展前景规划不明朗、员工培训制度针对性不强和工作环境缺乏和谐等问题。针对中石化ZYGC总公司二公司的所存在的实际问题并与相关激励理论相结合,分别从薪酬福利、绩效、职业发展、企业文化等方面为企业制定富有成效的激励体系优化设计方案。尤其根据员工的岗位类型和特点,分别设计了激励内容,提高了激励的针对性和可操作性。最后对优化设计方案的实施最终效果进行预测评估并提出相应的保障措施。本文研究发现,激励体系的设计必须与企业的现有实际情况相结合。特别是对于国有石油企业这种大型企业,要考虑成本和效益之间的平衡,激励内容不能做到面面俱到,但必须突出重点。同时,要在保障措施上下功夫,以确保激励措施的顺利实施。
[Abstract]:As we all know, the key to the future competition of enterprises is to attract and retain talents, and the successful and effective incentives for employees in the fields of salary, welfare, career development and skills training can fully mobilize the enthusiasm of enterprise employees in production and work. To stimulate the creativity of employees and make them have a sense of belonging to the enterprise, combine the internal energy with the pursuit of employees' own interests and the long-term strategic development of the enterprise, and finally realize the win-win situation of enterprise employees' own value and enterprise value. In order to effectively configure and use the human resources of ZYGC Corporation of Sinopec, establish a more scientific and perfect staff incentive mechanism and improve its management level. This paper chooses the current incentive scheme of ZYGC Corporation of Sinopec as the research object, and adopts the method of combining theory with practice, on the basis of collecting and arranging the relevant information of domestic employees' incentive. Combined with the problems existing in the current employee incentive system of enterprises, this paper makes a thorough analysis of the existing employee incentive system, and puts forward the corresponding improvement measures and plans. In the process of program optimization, a comprehensive incentive optimization scheme is formed by optimizing the salary system structure, evaluating the key performance index, 360 degree performance evaluation method and perfecting the career development planning. In this paper, the characteristics of incentive objects are clarified from the aspects of employee post category, post level, educational background structure, gender structure, age structure and professional title structure. Combined with the exposition of the existing material and spiritual incentives and the questionnaire survey on the satisfaction of the staff incentive mechanism, it is found that the compensation and welfare system is lack of flexibility and incentive, and the career development prospect planning is not clear. Staff training system is not targeted and work environment is lack of harmony and other issues. Aiming at the practical problems existing in ZYGC Corporation of Sinopec and combining with the relevant incentive theory, the optimal design scheme of incentive system is formulated for the enterprise from the aspects of salary and welfare, performance, career development, corporate culture and so on. In particular, according to the type and characteristics of the staff position, the incentive content is designed, which improves the pertinence and maneuverability of the incentive. Finally, the final effect of the optimal design scheme is forecasted and evaluated and the corresponding safeguard measures are put forward. This paper finds that the design of incentive system must be combined with the actual situation of enterprises. Especially for large state-owned oil enterprises, the balance between cost and benefit should be considered, and the incentive contents should not be exhaustive, but the emphases must be emphasized. At the same time, efforts should be made to ensure the smooth implementation of incentives.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.72

【相似文献】