随着经济体制改革的进一步深化，石油系统经济体也逐渐过渡为现有的市场经济与 计划经济并存的混合型体制，在这种新的形势下传统的人事工资制度激励性不明显从而 表现出了极大的不适应性。石油系统近年来也在尽力调整现有薪酬结构，但原有人力资 源管理制度未发生根本性调整，导致调整后的薪酬结构既不能适应原有体制也无法适应 新型体制。作为典型石油企业 DS 公司也在薪酬激励方面暴露出许多亟待解决的问题。 本文在相关理论的指导下，首先对国内外薪酬激励的现状进行研究分析，并通过调 查问卷与员工访谈的方式对 DS 公司在薪酬激励方面现状进行具体分析，指出 DS 公司 在薪酬管理中存在工资项目繁琐、历史遗留和国家阶段性政策痕迹明显、整体薪酬水平 与市场均值方向不符、各层员工收入差距小、绩效薪酬比重过小等问题，在国内外激励 理论、薪酬理论等的指导下，比较现代企业与传统企业薪酬制度的不同，提出适合 DS 公司实际情况的薪酬激励设计原则、薪酬激励设计程序，确定 DS 公司薪酬激励模式与 薪酬激励结构。并专门针对专业人员设计项目薪酬方案以避免专业技术人员为求进一步 提升薪酬水平而脱离技术岗位，同时为高管层设立了任期激励方案以防止高管层短视行 为。为确保方案的顺利实施最后从营造企业文化等四个角度提出推行 DS 公司薪酬激励 方案所需配套措施。以期该薪酬激励方案符合 DS 公司实际情况有利于 DS 公司在今后 发展的道路上吸引人才，稳定人才，激励人才，最终保持 DS 公司的核心竞争力，并为 类似石油企业薪酬激励优化提供相应参考。 关键词：薪酬；激励；薪酬激励；激励方案东北石油大学 MBA 学位论文 III Research on Optimization of DS Company's Compensation Incentive ABSTRACT With the further deepening of the reform of economic system and economy of petroleum system is gradually transition for existing market economy and planned economy coexist in the hybrid system, under the new situation, the traditional personnel salary incentive system is not obvious to the great adaptability. Petroleum system in recent years tried to adjust the existing salary structure, but existing human resources management system did not occur fundamental adjustment, resulting in adjusted compensation structure can not adapt to the original system is unable to adapt to the new system. As a typical petroleum enterprise DS company incentive exposed many problems to be solved in compensation. The theory of motivation in the salary and under the guidance of the current situation of research and analysis of domestic and foreign incentive compensation firstly, and through the questionnaire and the staff interviews detailed analysis of the DS company incentive situation in compensation, points out the problems of company DS salary project tedious, historical legacy and national policy stage, obvious signs of overall the average salary level and the market direction in the salary management, the staff does not match the income gap is small, the performance pay proportion is too small, in the basis of the specific investigation and analysis of the actual situation of the company, DS Daqing Oil Field Co, incentive theory and salary theory at home and abroad under the guidance of modern enterprise and the traditional enterprise salary system for the actual situation, put forward DS company's compensation incentive compensation design principle, design process, determine the DS company's salary Incentive model and salary incentive structure. And specifically for professionals in the design of the project compensation scheme to avoid professional and technical personnel for the sake of to further enhance the level of pay from technical positions, also to the senior management set up the term incentive program to prevent executives short-sighted behavior. The four aspects of the scheme to ensure the smooth implementation of the last from creating incentive enterprise culture atmosphere, sound corresponding to the performance evaluation mechanism, to build a perfect supervision mechanism of compensation, establish effective communication and feedback mechanism etc. the implementation of DS company salary incentive scheme required supporting measures. The salary incentive plan in line with the actual situation of DS company is in favor of DS company in future development on the road to attract top talent, stabilize talents, encourage talents and finally keep DS company's core目 录 IV competitiveness, and similar petroleum enterprise salary incentive optimization to provide the corresponding reference. Key Words: Salary；Motivation；Compensation Incentive；Incentive Scheme东北石油大学 MBA 学位论文 V 目 录 摘要................................................................................................................................................II ABSTRACT.....................................................................................................................................III 第 1 章 绪 论..................................................................................................................................8 1.1 研究背景及意义................................................................................................................8 1.1.1 研究背景..................................................................................................................8 1.1.2 研究意义..................................................................................................................8 1.2 国内外研究现状................................................................................................................9 1.2.1 国外研究现状..........................................................................................................9 1.2.2 国内研究现状........................................................................................................10 1.2.3 国内外研究评价....................................................................................................11 1.3 研究内容及方法..............................................................................................................11 1.3.1 研究内容................................................................................................................11 1.3.2 研究方法................................................................................................................12 第 2 章 相关理论基础...................................................................................................................14 2.1 薪酬理论基础..................................................................................................................14 2.1.1 薪酬决定因素论....................................................................................................14 2.1.2 早期的工资理论....................................................................................................15 2.1.3 企业工资决定理论...............................................................................................15 2.1.4 企业薪酬分配理论...............................................................................................15 2.2 激励理论基础..................................................................................................................16 2.2.1 内容型激励理论....................................................................................................16 2.2.2 过程型激励理论....................................................................................................17 2.2.3 行为改造型激励理论...........................................................................................17 2.3 本章小结...........................................................................................................................19 第 3 章 DS 公司薪酬激励现状及存在问题分析.......................................................................20 3.1 DS 公司概况介绍.............................................................................................................20 3.2 DS 公司薪酬激励现状分析............................................................................................21 3.2.1 员工结构现状分析..............................................................................................21 3.2.2 薪酬结构现状分析.....