摘要
中国石油勘探开发企业大力实施国际化战略过程中，面临人力资源管理体系不
完善，薪酬制度不适用等突出问题。目前，国内在国际化薪酬管理体系的研究方面
主要集中在宏观理论研究，缺乏理论应用研究，如何通过科学的方法构建有效适用
的国际化薪酬制度是企业普遍关心的问题

企业薪酬体系构建一般按照薪酬调查、确定薪酬原则和策略、工作分析、岗位
评价、确定薪酬类别、设计薪酬结构、形成薪酬管理制度的程序开展。其中依据企
业战略导向和管理需要，选择合理的设计方法、确定合适的薪酬策略、设计有效的
薪酬结构是确保薪酬体系内部公平性和外部竞争性的有效手段。目前主流的外派员
工薪酬设计方法有派出国法、派驻国法、国际性薪酬架构和混合法，通过笔者进行
对比分析，认为派出国法在大型跨国企业中已经取得了广泛应用，有效性已被证明，
适合在中国国际化石油勘探开发企业薪酬设计中应用

本文将应用派出国法进行国际化战略下石油勘探开发企业薪酬制度设计，通过
研究，笔者认为，IPE 职位评价系统适用于国际化石油勘探开发企业，目前中国国际
化石油勘探开发企业应选择跟随型薪酬策略，薪酬水平定位在市场 50 分位，在 IPE
岗位评价的基础上，构建包含岗位工资、津补贴、奖金奖励、福利和长期激励计划
的薪酬体系。国际化企业外派员工津补贴设计应保持员工生活水平和质量不变为原则，
设置生活成本津贴、生活质量津贴、员工外派津贴等；外派员工福利设计应采取派驻
国法，开展自助式福利计划设计，并适时引入 EAP 计划。同时，本文通过实证研究
验证该薪酬体系的科学性和适用性，为企业构建战略引领、统一适用，科学高效，
国际接轨的薪酬体系提供参考

关键词：国际化战略；薪酬设计；IPE 岗位评价；平衡表法华北电力大学硕士学位论文
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Abstract
In the process of vigorously implementing internationalization strategy, China&39;s oil
exploration and development enterprises are faced with the lack of comprehensive human
resource management system and applicable compensation system and other prominent issues.
At present in China, The research on international compensation management system is
mainly focused on the macro theoretical research, and lack of theoretical application research.
How to build an effective and applicable international compensation system by scientific
method is a common concern of enterprises.
Enterprise&39;s compensation system construction is generally in accordance with the
procedure of: salary survey, determine compensation strategy, job analysis, job evaluation,
determine the category of salary, design compensation structure, complete compensation
management program. According to the strategic orientation, choose the reasonable method
and determine the appropriate compensation tactics, design the effective salary structure is an
important means to ensure the compensation system of internal equity and external
competitiveness. At present, the main compensation design method of expatriates are Balance
Sheet Approach, host country-based method, headquarters-based method and hybrid method.
Through the comparison and analysis, Balance Sheet Approach has been widely used in large
multinational enterprises, and its effectiveness have been proved, that it is suitable for the
application of compensation design in China&39;s international petroleum exploration and
development enterprises. So the Balance Sheet Approach is suitable for compensation design
of China&39;s oil exploration and development enterprises.
This article will apply Balance Sheet Approach into the Compensation System Design of
Chinese oil exploration and development enterprises under the internationalization strategy.
Through the study, the author thinks that IPE job evaluation system is the most suitable for
international oil exploration and development enterprises. At present, Chinese international
oil exploration and development enterprises should choose the following compensation
strategy, the compensation level should be located at 50 points in the market, and on the basis
of International Position Evaluation, to establish a compensation system including position
salary, allowance, bonus, benefits and long term incentive plan. International enterprise
expatriates compensation design should keep the staff living standards and quality does not
changed, set life cost allowance, quality of life allowance, and staff expatriate allowance.华北电力大学硕士学位论文
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Expatriate employee benefits design should be choose the destination-based approach, set
self-help benefits, and timely introduction of EAP program. At the same time, this article
through empirical research to verify the scientific and applicability of the compensation
system, for the enterprise to build a strategic guide, unified application, scientific and efficient,
internationalized pay system to provide reference.
Keywords：internationalization strategy；compensation design；IPE job evaluation；balance
sheet approach华北电力大学硕士学位论文
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目 录
摘要.I
Abstract........... II
第 1 章 绪 论..1
1.1 选题背景及意义.. 1
1.1.1 理论意义...... 2
1.1.2 现实意义...... 3
1.2 国内外研究综述.. 3
1.2.1 国外研究现状 ......... 3
1.2.2 国内研究现状 ......... 5
1.3 本文的研究内容与方法.. 7
第 2 章 国际化薪酬设计的一般原理及方法9
2.1 薪酬的构成.......... 9
2.2 薪酬设计的原则及目标 11
2.3 薪酬战略国际化 12
2.3.1 战略性薪酬管理 ... 12
2.3.2 全球化薪酬战略 ... 14
2.4 薪酬设计的一般流程.......
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