中石油BGP公司海外项目核心员工薪酬激励体系设计研究

发布时间：2017-12-28 09:30

本文关键词：中石油BGP公司海外项目核心员工薪酬激励体系设计研究　出处：《北京交通大学》2017年硕士论文　论文类型：学位论文

【摘要】：本文是在国际原油价格低迷,石油行业萎缩,国企改革这一背景下,以中石油BGP公司作为研究对象的一篇案例研究型论文。研究的目的是通过展现中石油BGP公司海外项目薪酬管理模式,结合国内外现有的理论与实践,分析这一管理模式存在的弊端及其原因。在深入调研与分析的基础上,紧紧围绕使BGP公司在低油价下具有市场竞争力,吸引优秀的人才,促进员工的自身发展并达成企业战略目标的目的,对BGP公司的薪酬激励体系的改进方向进行思考与讨论。本文首先对国内外薪酬管理和激励理论的相关文献与理论进行了回顾与提炼,并对所选用的理论与研究主题的关联性进行了阐述。案例描述阶段,对中石油BGP公司的组织结构、发展战略、人才战略、海外项目特点、薪酬模式与制度等进行了客观的阐述。案例分析阶段,从对研究对象自身的分析出发,对BGP公司员工进行访谈并发放薪酬满意度调查问卷,通过运用SPSS软件对问卷结果进行全面分析后,得出了 BGP公司薪酬管理所存在的问题。通过进一步分析海外项目薪酬的特殊性,提出了运用层次分析法对海外项目环境要素计算权重来制定薪酬总额的思路,并依据宽带薪酬的理论对薪酬结构进行了再设计。案例讨论阶段,深入思考了 BGP公司目前薪酬体系出现问题的根本原因与危害,提出了借鉴宽带薪酬理论的改革方向。通过对宽带薪酬的概念和适用条件进行阐述后,结合BGP公司自身条件最后得出了宽带薪酬作为改革思路是具有探索价值的,但就目前而言,中石油BGP公司还不具备成熟的实践条件这一结论。本文在研究过程中大量使用了案例研究法、实证调查法、文献分析法。本文的创新之处在于:(1)提出对大型石油企业引入宽带型薪酬模式的思考。以求最大限度的激励员工注重自身能力的提升,沿着自身的专业领域纵向或者横向发展,增加了发展机会。(2)提出运用层次分析法合理计算不同国家的海外项目薪酬要素权重的思路。使海外项目员工在进行岗位轮换时不出现挂空挡的情况。实现了海外工作地点轮换所对应的薪酬管理的无缝衔接。
[Abstract]:This paper is a case study paper based on PetroChina BGP company under the background of the international crude oil price downturn, the oil industry shrinking and the reform of state-owned enterprises. The purpose of the research is to show the drawbacks and reasons of this management mode by presenting the salary management mode of China Petroleum BGP overseas project combined with the existing theories and practices at home and abroad. Based on in-depth research and Analysis on the focus of the BGP company has the market competitiveness in the low price, to attract outstanding talents, promote the staff of their own development and achieve the strategic goal of the enterprise purpose, the direction of improvement of company BGP salary incentive system of thinking and discussion. This paper first reviews and refines the literatures and theories of compensation management and incentive theory at home and abroad, and expounds the relevance between the selected theories and research themes. At the stage of case description, the organizational structure, development strategy, talent strategy, overseas project characteristics, salary mode and system of PetroChina BGP company were objectively expounded. In the case analysis phase, starting from the analysis of the research object itself, interviews with employees of BGP company and Issuing the questionnaire of salary satisfaction, through the comprehensive analysis of the questionnaire results by using SPSS software, the problems of BGP company salary management are concluded. Through further analysis of the particularity of overseas project salary, this paper puts forward the idea of using the analytic hierarchy process to calculate the total amount of remuneration of overseas project's environmental factors, and redesigns the salary structure according to the theory of broadband salary. At the stage of case discussion, the root cause and harm of BGP's salary system are deeply considered, and the reform direction of broadband salary theory is put forward. After expound the concept and application conditions of broadband salary, combined with BGP company's own conditions, it is concluded that broadband salary as a reform idea is of exploration value. But for now, PetroChina BGP company still doesn't have ripe practice condition. In this paper, a large number of case study, empirical investigation and literature analysis are used in the process of research. The innovation of this article lies in: (1) the consideration of the introduction of broadband compensation model for large oil enterprises. In order to maximize the incentive to the staff to pay attention to their own ability to improve, along their own professional field, vertical or horizontal development, increase the opportunity for development. (2) the idea of using analytic hierarchy process to calculate the weight of the salary factors of overseas projects in different countries is put forward. It makes the staff of overseas projects do not have the position of hanging out when the job rotation is carried out. It realizes the seamless connection of compensation management corresponding to the rotation of overseas workplace.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.22;F125

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