薪酬体系是企业人力资源管理体系的重要组成部分。薪酬体系是否科学合理、是否 具有实施的高效性，将决定员工的积极性、高效性、忠诚度以及企业的核心竞争力，同 时也将影响企业未来的发展命运。构建合理的薪酬体系有利于企业吸引人才、留住人才、 激励人才和培养人才，是企业人力资源管理的重中之重，也是企业未来发展战略实现的 重要助推。 本文以 DB 采油厂薪酬体系的优化为研究课题，运用薪酬管理的相关理论，结合问 卷调查的方法，深入研究分析了 DB 采油厂薪酬体系的现状及其存在的问题，并采用权 重因素计分法对企业涉及到的岗位做了价值评估，进而设计出科学合理的薪酬体系。通 过研究发现 DB 采油厂的薪酬体系尚存在着薪酬策略没有与战略目标结合、缺乏完善工 资增长机制、现行工资基本没有与个人绩效挂钩、薪酬中未能反映出学历优势、薪酬激 励方式比较单一等多方面问题。论文针对上述问题对 DB 采油厂的薪酬体系重新进行了 优化设计，期望新体系对企业员工起到更好的激励作用，进而提升企业的综合实力，实 现企业的可持续发展。论文最后从公平公正实施，高层支持、成立领导小组、健全薪酬 管理培训机制，加强绩效管理、全员参与，阶段性调整薪酬体系四个方面制定了相应的 配套保障措施。 本研究一方面对 DB 采油厂构建行之有效的薪酬体系具有一定指导意义，另一方面 对石油行业和其它类似企业也有一定的参考意义。 关键词：DB 采油厂 薪酬体系 激励机制 论文类型：应用研究IV Subject ： Research on Salary System Optimization of DB Oil Production Plant Speciality： MBA Name ： Ma Sheng (signature) Instructor：Yang Rong (signature ) ABSTRACT Compensation system is an important part of enterprise human resource management system. Whether the compensation system is scientific and reasonable and efficient in implementation will determine the enthusiasm, efficiency, loyalty of employees and the core competitiveness of the enterprise. Meanwhile, it will also affect the future development fate of the enterprise. Building a reasonable salary system is conducive to attracting, retaining, encouraging and cultivating talents, which is the top priority of enterprise human resource management and an important boost to the realization of enterprise's future development strategy. Based on DB production system optimization as the research subject, using the related theories of compensation management, using the method of questionnaire, in-depth study and analysis the DB production present situation and existing problems of the compensation system, and the weighting factor score method is used to do to enterprise involves the post value evaluation, and then design a scientific and reasonable compensation system. Through the research, it is found that the salary system of DB oil production plant still has many problems, such as the salary strategy is not combined with the strategic target, the lack of perfect salary growth mechanism, the current salary is basically not linked with individual performance, the salary fails to reflect the educational background advantage, the salary incentive method is relatively single and so on. Aiming at the above problems, the paper redesigned the compensation system of DB oil production plant again, expecting that the new system can play a better incentive role for the employees of the enterprise, so as to improve the comprehensive strength of the enterprise and realize the sustainable development of the enterprise. In the end, the thesis formulated corresponding supporting measures from four aspects: fair and just implementation, high-level support, establishment of a leading group, improvement of salary management training mechanism, strengthening of performance management, full participation, and periodic adjustment of salary system. On the one hand, this study has certain guiding significance for DB oil production plantV to establish an effective compensation system; on the other hand, it also has certain reference significance for the oil industry and other similar enterprises. Keywords: DB oil production plant, Compensation system, Incentive mechanism Thesis: Applied ResearchVI 目 录 第一章 绪论.....................................................................................................................1 1.1 研究背景及意义........................................................................................................ 1 1.1.1 研究背景................................................................................................................. 1 1.1.2 研究意义................................................................................................................. 2 1.2 国内外研究现状........................................................................................................ 2 1.2.1 国内研究现状......................................................................................................... 2 1.2.2 国外研究现状......................................................................................................... 4 1.2.3 研究现状评述......................................................................................................... 5 1.3 研究内容.................................................................................................................... 5 1.4 研究方法.................................................................................................................... 6 第二章 相关理论基础.....................................................................................................7 2.1 薪酬及其功能............................................................................................................ 7 2.1.1 薪酬的概念............................................................................................................. 7 2.1.2 薪酬的功能............................................................................................................. 8 2.2 薪酬体系及其要素.................................................................................................... 9 2.3 薪酬体系的基本分类.............................................................................................. 10 2.4 薪酬理论.................................................................................................................. 11 2.4.1 期望理论............................................................................................................... 11 2.4.2 需求层次理论....................................................................................................... 12 2.4.3 公平理论............................................................................................................... 12 2.4.4 宽带薪酬理论....................................................................................................... 13 2.4.5 激励机制理论....................................................................................................... 13 第三章 DB 采油厂薪酬体系存在问题分析 ................................................................15 3.1 DB 采油厂概况 ....................................................................................................... 15 3.1.1 DB 采油厂组织结构 ............................................................................................ 15 3.1.2 DB 采油厂人力资源现状 .................................................................................... 16 3.2 DB 采油厂薪酬体系现状 ....................................................................................... 17 3.3 薪酬满意度问卷调查.............................................................................................. 20 3.4 DB 采油厂薪酬体系存在问题 ............................................................................... 25 第四章 DB 采油厂薪酬体系优化设计 ........................................................................28 4.1 优化的原则.............................................................................................................. 28 4.2 优化的思路.............................................................................................................. 29 4.3 优化的步骤.............................................................................................................. 31 4.3.1 制定薪酬策略....................................................................................................... 31VII 4.3.2 编写岗位手册 ....................................................................................................... 32 4.3.3 岗位分析及岗位价值评估 ................................................................................... 32 4.3.4 岗位归级 ............................................................................................................... 37 4.4 优化的内容 .............................................................................................................. 38 4.4.1 确定岗位薪酬整体框架 ....................................................................................... 38 4.4.2 基本工资优化 ....................................................................................................... 38 4.4.3 绩效奖金优化 ....................................................................................................... 39 4.4.4 津贴和福利优化 ................................................................................................... 42 第五章 薪酬体系优化的保障措施...............................................................................43 5.1 公平公正实施，高层支持 ...................................................................................... 43 5.2 成立领导小组 .......................................................................................................... 43 5.3 健全薪酬管理培训机制，加强绩效管理 .............................................................. 44 5.4 全员参与，阶段性调整薪酬体系 .......................................................................... 44 第六章 结论与展望.......................................................................................................46 6.1 结论 .......................................................................................................................... 46 6.2 展望 .......................................................................................................................... 47 致 谢...............................................................................................................................48