本文以中国石化山东枣庄石油分公司为研究对象，对公司现行的技术人
员薪酬福利制度和绩效考核制度进行实地调查。本文综合运用了文献研究
法、个案研究法、定量研究法、实证研究法和比较分析法等多种方法进行研
究。通过对技术人员薪酬福利和激励机制进行分析，找出在技术人员薪酬管
理方面存在的具体问题。通过问卷调查的方式了解技术人员的薪酬需求，根
据调查问卷的结果对技术人员的薪酬体系进行重新设计，并针对设计的薪酬
构建方案提出相应的保障实施措施
全文主要由五部分组成。首先，介绍了文章的理论基础，国内外研究现
状及研究方法等；其次，简介了中国石化山东枣庄石油分公司现行薪酬制度
和绩效考核制度，分析了公司在薪酬福利和激励机制工作方面存在的问题；
再次，采用问卷调查的方法了解公司技术人员的薪酬需求；然后，根据问卷
调查的结果，综合各种薪酬影响因素对技术人员的薪酬福利和激励机制进行
重新构建；最后针对薪酬福利和激励机制的实施提出保障措施
关键词 薪酬激励；技术人员；薪酬体系；保障措施
Research on the Salary Incentive Mechanism of the
Technical Staff of Zaozhuang Shandong Petroleum
Branch of Sinopec
Abstract
In the era of knowledge economy, human resources have increasingly
become the strategic resources of the organization, and the development of staff
motivation is also gradually rising to the height of strategic management.The
reason why most employees devote their time and labor to the enterprise, the
most fundamental reason is to get the salary income, therefore, the salary plays
an important role in the incentive. Compensation is the enterprise in order to
obtain the expected benefits of the staff of the implementation of the material
incentives, salary is not only a tool for enterprise management, but also a guide
for the future management. A good salary management system is a powerful
weapon for enterprise management. If a company does not have a good salary
system, it is absolutely impossible to obtain a competitive advantage in human
resources. With the increase of the value of human capital, the proportion of
salary in the total cost of the enterprise is increasing day by day. In order to
enhance the competitiveness, enterprises must pay attention to changes in the
cost of pay, to seek a limited way of cost control. Enterprises in the
establishment of compensation and welfare and incentive mechanism, the need to
combine the market, job evaluation results and staff capacity and other factors.
Also refer to the results of performance appraisal, so that the compensation and
welfare system with performance management and job evaluation, so that the
salary system to achieve the competitive, within the fairness of the good state.
In this paper, the Sinopec of Zaozhuang Petroleum Branch in Shandong as
the research object, the company's current technical personnel salary welfare
system and performance appraisal system to conduct a field survey. This article-III-
uses the literature research method, the case study method, the quantitative
research method, the empirical research method and the comparative analysis
method and so on. Through the analysis of the technical personnel salary welfare
and incentive mechanism, find out the specific problems in the technical
personnel salary management. By way of questionnaire survey understanding
technical personnel salary demand. According to the results of the questionnaires
to the technical personnel's salary system were redesigned, and the construction
of compensation design scheme is proposed corresponding protection measures.
The dissertation is composed of five parts. Firstly, this paper introduces the
theoretical basis of the article, domestic research status and research methods.
Secondly, to introduce the Sinopec Shandong Zaozhuang Petroleum Branch
Company's current compensation system and performance appraisal system, to
analyze the company in terms of salary, welfare and incentive mechanism of
existing problems. Thirdly, the questionnaire survey method to understand the
needs of personnel of technology of company's compensation. Then, according to
the results of the questionnaire survey, comprehensive compensation and
influence factors of technical personnel salary, welfare and incentive mechanism
of re constructed. Finally for the implementation of the salary, welfare and
incentive mechanism proposed safeguard measures.
Keywords salary incentive mechanism, technical staff, compensation system,
safeguards measures
摘要........... I
Abstract .... II
第 1 章 绪论.........1
1.1 研究背景 ....1
1.2 研究目的和意义 ....2
1.2.1 研究目的 .........2
1.2.2 研究意义 .........2
1.3 国内外研究现状 ....2
1.3.1 国外研究现状 .2
1.3.2 国内研究现状 .4
1.3.3 国内外研究评述 .........5
1.4 主要研究内容与技术路线.5
1.4.1 主要研究内容 .5
1.4.2 研究方法 .........6
1.4.3 技术路线 .........7
第 2 章 枣庄石油分公司薪酬现状..........8
2.1 中国石化山东枣庄石油分公司概况 .........8
2.1.1 公司概况 .........8
2.1.2 技术人员概况 .9
2.2 中国石化山东枣庄石油分公司技术人员薪酬现状..........9
2.2.1 中国石化山东枣庄石油分公司薪酬制度 ......9
2.2.2 中国石化山东枣庄石油分公司技术人员薪酬组成.12
2.2.3 中国石化山东枣庄石油分公司技术人员薪酬影响因素 .....12
2.3 技术人员薪酬激励机制存在的问题 .......13
2.4 本章小结 ..15
第 3 章 技术人员薪酬分析调查16
3.1 技术人员需求分析 ..........16
3.1.1 工资需求分析 ...........16
3.1.2 奖金需求分析 ...........17
3.1.3 福利需求分析 ...........18
3.1.4 自我发展需求分析....18
3.2 技术人员薪酬调查目的...18
3.3 问卷调查的设计与实施...19
3.3.1 薪酬需求调查对象....19
3.3.2 薪酬需求调查设计....19
3.3.3 薪酬需求问卷调查的实施 ....20
3.4 调查问卷结果统计分析...20
3.4.1 调查问卷的回收情况20
3.4.2 调查问卷人员基本情况结果分析 ....21
3.4.3 调查对象薪酬情况结果分析 21
3.4.4 调查对象的薪酬满意度结果分析 ....23
3.4.5 薪酬因素重要性及满意度调查结果分析 ....23
3.5 本章小结 ..24
第 4 章 枣庄石油分公司激励机制研究25
4.1 薪酬激励机制构建的必要性.......25
4.2 影响薪酬设计的因素与薪酬构建基本原则 .......25
4.2.1 影响因素 .......25
4.2.2 薪酬构建基本原则....26
4.3 工资机制的构建 ..27
4.3.1 薪酬结构构建 ...........28
4.3.2 薪酬制度构建 ...........29
4.4 奖金机制构建 ......30
4.4.1 奖金 ...30
4.4.2 津贴 ...31
4.5 福利机制构建 ......31
4.5.1 法定福利 .......31
4.5.2 企业自主福利 ...........32
4.6 其他激励设计 ......33
4.7 本章小结 ..33
第 5 章 薪酬激励机制保障措施34
5.1 将企业文化融入到薪酬激励机制设计 ...34
5.1.1 企业文化是企业的精神支柱 34
5.1.2 将企业文化融入到激励机制 34
5.2 建立与企业发展相一致的薪酬战略 .......35
5.2.1 薪酬战略的思路 .......35
5.2.2 枣庄石油分公司的薪酬战略 35
5.3 提高公司薪酬激励的公平性与透明度 ...36
5.3.1 薪酬公平性与透明度要求 ....36
5.3.2 枣庄石油分公司薪酬管理制度改进 37
5.4 建立与薪酬激励制度相协调的绩效考核制度 ...37
5.4.1 绩效考核的意义 .......37
5.4.2 枣庄石油分公司绩效考核制度的设置 ........38
5.5 本章小结 ..38
结论.........39
附录.........40
参考文献.42
致谢.........46
个人简介.47- 1 -
第1章 绪论
1.1 研究背景
知识经
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