【摘要】：本文首先綜述了前人有關(guān)技能操作人員薪酬激勵(lì)的研究成果，然后對中石化洛陽分公司的技能操作人員薪酬激勵(lì)現(xiàn)狀進(jìn)行了分析，并對公司內(nèi)部技能操作人員薪酬滿意度進(jìn)行了調(diào)查，在此基礎(chǔ)上，得出洛陽中石化公司論文中以下簡稱ZL公司存在薪酬結(jié)構(gòu)不合理、激勵(lì)效果不佳、薪酬設(shè)計(jì)不公平、福利制度差異化不明顯等問題，，找出其薪酬理念落后、缺乏科學(xué)的薪酬系統(tǒng)設(shè)計(jì)與業(yè)績考核等原因。 繼而，在薪酬激勵(lì)機(jī)制設(shè)計(jì)目的和原則的指導(dǎo)思想下，先確定薪酬戰(zhàn)略、再進(jìn)行技能操作人員的工作分析和崗位評價(jià)、然后與同地區(qū)技能操作人員薪酬進(jìn)行調(diào)查比較、確定影響薪酬水平的因素，重新規(guī)劃了ZL公司薪酬激勵(lì)方案。新的薪酬方案中，其崗位工資按崗位級別及其基薪系數(shù)拓寬了基本工資的按提高了基薪寬幅，提出績效工資與崗位工資按比例掛鉤、與個(gè)人業(yè)績和企業(yè)業(yè)績等相聯(lián)系，并進(jìn)一步加強(qiáng)了工齡工資、加班工資、福利待遇的公平與合理性。建立一個(gè)兼顧公平、激勵(lì)的薪酬制度，以便能更好的發(fā)揮技能操作人員的積極性，鼓勵(lì)技能操作人員向更高技能人才晉升，以期達(dá)到員工和企業(yè)同步成長的目標(biāo)。 文章最后對本薪酬激勵(lì)設(shè)計(jì)方案提出了包括建立合理的崗位評價(jià)制度、構(gòu)建完善的績效管理系統(tǒng)、薪酬方案溝通和審定機(jī)制等具體的保證措施。對該薪酬方案從整體性、競爭性、合理性、靈活性角度進(jìn)行了評價(jià)，為后續(xù)進(jìn)一步的研究提出了方向。
[Abstract]:This paper first summarizes the previous research results on the compensation incentive of skilled operators, and then analyzes the current situation of the compensation incentive of skilled operators in Luoyang Branch of Sinopec. On the basis of the investigation of the satisfaction degree of the skilled operators in the company, it is concluded that the salary structure is unreasonable, the incentive effect is not good, and the compensation design is unfair in the thesis of Luoyang Sinopec Company. The difference of welfare system is not obvious, and the reasons are found out, such as the backward salary concept, the lack of scientific salary system design and performance appraisal. Then, under the guiding ideology of the design purpose and principle of the salary incentive mechanism, the salary strategy is determined first, then the job analysis and the post evaluation of the skilled operator are carried out, and then the salary of the skilled operator in the same area is investigated and compared. Determine the factors affecting the level of compensation, and re-plan the ZL compensation incentive plan. In the new salary scheme, the post salary broadens the base salary according to the post level and its base salary coefficient, and puts forward that the performance wage is proportional to the post salary, and it is related to the individual performance and the enterprise performance. And further strengthened the length of service wages, overtime wages, welfare benefits fair and reasonable. To establish a pay system that takes equity and motivation into account in order to give full play to the enthusiasm of skilled operators and encourage them to be promoted to higher skilled personnel in order to achieve the goal of simultaneous growth of employees and enterprises. At the end of this paper, the author puts forward some specific guarantee measures, such as establishing reasonable post evaluation system, constructing perfect performance management system, communication and approval mechanism of compensation scheme. This paper evaluates the compensation scheme from the aspects of integrity, competition, rationality and flexibility, and puts forward the direction for further study.
【學(xué)位授予單位】：河南科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.722

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