南昌石油分公司薪酬体系研究与设计.pdfVIP

要 加快国有企业分配制度改革已经成为国有企业深化内部改革，建立现代化企 业制度必须面对的攻坚课 。建立一套有效的薪酬分配机制，能够帮助企业优化 员工队伍结构、盘活人力资源、留住和用 人才，从而提高企业的凝聚力、竞争 力。 南昌石油分公司系中国石化的一个分支机构，目前薪酬管理存在不少问题， 导致内部矛盾激化，不利于公司的正常运作。本文在对南昌石油分公司现行薪酬 制度进行分析和研究的基础上，结合公司实际情况，依据薪酬理论、激励理论等， 努力寻找和建立了一套以激励为导向，以岗位技能为基础的薪酬体系。 本论文的第一部分绪论，主要介绍了论文的选 背景及意义、研究前提和论 文的研究框架。第二部分主要对薪酬管理的相关理论，包括薪酬概念、激励、薪 酬激励的功能、薪酬制度的基本形式、薪酬设计原则等进行论述。第三部分进入 实证分析，首 介绍了南昌石油分公司历史沿革及现行的薪酬体系，指出其存在 的主要问 是系统性欠缺、平均主义、薪酬与业绩脱离、缺乏激励性等。针对这 些问题，本文通过采取同工同酬、建立健全绩效考评体系、加大激励力度等措施 来解决，对目前的薪酬体系进行再设计。第四部分为确保新的薪酬体系具备可行 性，提出了新的薪酬体系实施策略、可能存在的风险及解决方法。第五部分为总 结展望。 关键词：薪酬体系 设计 激励 管理 1 Abstract Up to now, we have to face the question how to accelerate the reform of state-owned enterprise pay-distribution system in order to deepen the inside reform of state-owned enterprise and constitute modernization enterprise system. An effective pay-distribution mechanism utilized will be propitious to optimize the structure of working staff, brilliantly maneuver human resource, as well as retain and efficiently use the talents and enhance the cohesive force and competitive power of our enterprise. In this thesis, a new salary system was established considered staff post skill and prompting system. The new salary system established on the analysis and research of the salary system applied on Nanchang petroleum controlled company was combined with the theory such as salary theory, prompting theory etc. In chapter 1 of this thesis, the background, target, research presuppositions and the research structure and methods were introduced. The analysis and research of the correlative theory of salary management were written on chapter 2 of this thesis. In chapter 3 of this thesis, the old salary system applied on Nanchang petroleum controlled company was introduced and