单位代码 10602
学号 2017060294
分类号 F272.92
密级 公开
硕士专业学位论文
X 船厂技术工人薪酬体系优化研究
A Study on the Optimization about the Compensation
System of Skilled Workers in X Shipyard
学院 ： 经 济管 理学 院
学位类别 ： 工 商管 理（MBA）
领域 ： 人 力资 源管 理
年级 ： 2017 级
研究生 ： 马 珊妮
指导教师 ： 罗婧 教授
完 成 日 期 ： 2022 年 6 月
X 船厂技术工人薪酬体系优化研究
专业名称：工商管理
申 请 人： 马珊妮
指导教师：罗婧 教授
X 船厂技术工人薪酬体系优化研究
研究生姓名：马珊妮 导师姓名：罗婧 教授
学科： 工商管理 研究方向： 人力资源管理年级：2017 级
摘 要
近年来，我国制造业发展面临着激励的国际竞争，以美国、德国、英国等为代表的发
达工业国家和印度等发展中国家纷纷掀起“再工业化”浪潮，以确保其在制造业的强国地
位。中国政府为了迎接这一挑战和顺应全球产业变革趋势，提出 “中国制造 2025”发展
战略，即在2025 年实现由制造大国变为制造强国。核心目标是创新驱动，制造业智能化转
型。但我国制造业大而不强，技能人才缺乏，年轻劳动力短缺，技术工人年龄结构断层。
因此，培养高技能人才，大国工匠，能工巧匠，壮大技术工人队伍成了当前只需和长远之
计。船舶工业作为我国发展制造强国中的海洋强国战略部分，在国际竞争中处于领先地位。
在制造业智能化背景下，企业的经营管理将发生重大的改变，研究技术工人薪酬体系、收
入分配机制、岗位绩效考核标准。使之提高技术工人薪酬福利水平，畅通技能人才职业发
展通道增强荣誉感获得感幸福感，吸引更多高素质的技能人才，走技能成才、技能报国之
路，缓解技能人才短缺问题。具有重要的战略和现实意义。
本论文中的案例企业 X 船厂，是隶属于 Z 市的一级国企，在国际国内处于同行领先地
位，近年来，由于经融危机的影响，企业为了更为灵活的用工，降低用工成本，一直大量
采取人力外包和劳务派遣的模式，为企业节约了大量成本。但是，这种模式也有不足，就
是在企业紧急用工的时候，面临很多限制。随着新冠肺炎疫情的爆发，这种矛盾就越是凸
显。由于各国各地对待新冠疫情的政策不同，部分地区疫情防控政策使得船只无法进入，
许多船厂丢失订单和各户，竞争格局重建。由于 X 船厂所在地方政府防疫防控措施科学高
效，同时积极帮助 X 船厂纾困解难谋发展，助力部分国际修船业务逐步转移到 X 船厂。企
业订单不降反增，连续盈利，且在国内排名前列。企业订单多，工期紧张，缺工现象严重。
在这样的背景下，研究和优化 X 船厂薪酬体系势在必行，笔者通过访谈法、问卷调查法了
解到 X船厂薪酬体系长期以来存在薪酬结构不合理、考核标准没有具体的评价体系不科学、
缺乏职业晋升通道等问题，使得薪酬制度缺乏公平性和激励性，企业在人才选聘和留住人
才方面缺乏优势地位。本文就 X 船厂存在的问题，通过建立具体的岗位工资评价标准和绩
效考核标准，增设技能工资、增加工龄工资等在原有的薪酬体系上进行优化，同时增加物
质、精神、环境、职业生涯全方位的激励，以期提高技术工人积极性，创造性，进而提高
生产效率。同时，提高了技术工人待遇，构建的新的薪酬体系对于X 船厂在人才选聘方面
也将提高更多的优势。
关键词：技术工人； 全面薪酬体系； X船厂
I A Study on the Optimization about the Compensation
System of Skilled Workers in X Shipyard
Graduate student: Ma Shan Ni
Supervisor: Prof.luo Jing
Major: Business Administration
Research direction: Human Resources Management
Grate: 2017
ABSTRACT
In recent years, the development of China;s manufacturing industry is faced with encouraging
international competition, and the developed industrial countries represented by the United States,
Germany, Britain and other developing countries such as India have set off a wave of
"reindustrialization" in order to ensure its position in the manufacturing power. In order to meet
this challenge and adapt to the trend of global industrial transformation, the Chinese government
has put forward the development strategy of "Made in China 2025", that is, to transform China
from a manufacturing power into a manufacturing power by 2025. The core goal is innovation-
driven, intelligent transformation of manufacturing industry. However, China;s manufacturing
industry is large but not strong, the lack of skilled personnel, young labor shortage, skilled workers
age structure fault. Therefore, training highly skilled personnel, great craftsmen, skilled craftsmen,
and expanding the ranks of skilled workers has become the immediate and long-term plan.
Shipbuilding industry, as a strategic part of China;s maritime power in the development of
manufacturing power, is in a leading position in the international competition. Under the
background of intelligent manufacturing industry, the operation and management of enterprises
will have significant changes. The salary system, income distribution mechanism and post
performance appraisal standard of skilled workers will be studied. We will raise the salary and
welfare level of skilled workers, open up channels for the career development of skilled personnel,
enhance their sense of honor, sense of gain and happiness, attract more high-quality skilled
personnel, take the road of skill development and service to the country, and alleviate the shortage
of skilled personnel. It has important strategic and practical significance.
X Shipyard, the case enterprise in this paper, is a first-class state-owned enterprise under the
city of Z, which is in a leading position in the international and domestic industry. In recent years,
due to the impact of the financial crisis, the enterprise in order to be more flexible in the use of
labor, to reduce labor costs, most of them adopt the mode of manpower outsourcing and labor
dispatch, which saves a lot of cost for enterprises. But, this kind of pattern also has the shortcoming,
II is when the enterprise uses labor urgently, faces many restrictions. With the outbreak of new crown
pneumonia, this contradiction becomes more apparent. Due to the different policies to deal with
the new crown disease in different parts of the country, the prevention and control policies in some
areas made it impossible for ships to enter, many shipyards lost orders and households, and the
competitive situation was rebuilt. Due to the scientific and efficient epidemic prevention and
control measures of the local government where the x shipyard is located, At the same time,
actively help x shipyard to solve difficulties and seek development, helping part of the international
ship-repair business gradually transferred to x shipyard. The Enterprise Order does not reduce
increases, the continuous profit, and in the domestic rank front row. Enterprise orders, tight
schedule, shortage of work phenomenon is serious. Under this background, it is imperative to study
and optimize the compensation system of x shipyard, through interview and questionnaire
investigation, the author has learned that the salary system of x shipyard has long existed such
problems as unreasonable salary structure, unscientific assessment system and lack of career
promotion channels, it makes the salary system lack of fairness and incentive, enterprises in the
selection and retention of talent in the lack of a dominant position. In view of the problems existing
in x shipyard, this paper optimizes the original salary system by establishing specific job salary
evaluation criteria and performance evaluation criteria, setting up skill salary and increasing length
of service salary, etc. , at the same time increase material, Spirit, environment, career all-round
stimulation, in order to improve the enthusiasm of skilled workers, creativity, and thus improve
production efficiency. At the same time, improve the treatment of skilled workers, the construction
of a new compensation system for x shipyard in talent selection and recruitment will also improve
more advantages.
Keywords: skilled workers,comprehensive compensation system，X shipyard
III