【摘要】：人力資源管理的重點(diǎn)是激勵(lì)機(jī)制。薪酬分配是激勵(lì)員工的重要手段之一�？�(jī)效考核是績(jī)效管理和薪酬分配的核心�？�(jī)效考核關(guān)系整個(gè)企業(yè)的人員配置、薪酬制定,從而直接影響著企業(yè)的整體績(jī)效和競(jìng)爭(zhēng)力。因此,如何強(qiáng)化企業(yè)自身管理意識(shí),建立與現(xiàn)代企業(yè)制度相配套的適合企業(yè)自身發(fā)展的績(jī)效考核體系、薪酬管理制度與分配方案,以最大限度地開(kāi)發(fā)企業(yè)人力資源的潛能,充分調(diào)動(dòng)員工積極性和創(chuàng)造性,是永坪煉油廠面臨的主要問(wèn)題之一。 本文運(yùn)用績(jī)效考核與薪酬管理的相關(guān)理論和方法,分析了永坪煉油廠薪酬分配方案存在的問(wèn)題,并為該廠設(shè)計(jì)了新的薪酬分配方案。全文共分五章： 第一章在闡述選題背景和研究意義的基礎(chǔ)上,闡述了本文研究的思路、方法、創(chuàng)新點(diǎn)等。 第二章闡述了薪酬管理和績(jī)效考核的相關(guān)理論,以及國(guó)內(nèi)外研究動(dòng)態(tài),為本文研究奠定了理論基礎(chǔ)。 第三章在介紹永坪煉油廠現(xiàn)行薪酬分配方案的基礎(chǔ)上,重點(diǎn)從薪酬分配和績(jī)效考核兩方面分析了該方案中存在的問(wèn)題,并提煉出困擾該廠薪酬分配方案設(shè)計(jì)的主要問(wèn)題。 第四章分別運(yùn)用等差點(diǎn)數(shù)法和軟硬指標(biāo)相結(jié)合的績(jī)效考核方法,為該廠設(shè)計(jì)了新的崗位工資確定標(biāo)準(zhǔn)和績(jī)效工資分配標(biāo)準(zhǔn),并分析了新方案的優(yōu)點(diǎn)。 第五章在總結(jié)本文研究的主要結(jié)論,為永坪煉油廠采用本文所設(shè)計(jì)的薪酬分配方案提出合理化建議。
[Abstract]:The focus of human resource management is incentive mechanism. Salary distribution is one of the important means to motivate employees. Performance appraisal is the core of performance management and salary distribution. Performance appraisal is related to the staffing and salary formulation of the whole enterprise, which directly affects the overall performance and competitiveness of the enterprise. Therefore, how to strengthen the management consciousness of the enterprise itself, establish the performance appraisal system suitable for the development of the enterprise itself, the salary management system and the distribution scheme, so as to develop the potential of the human resources of the enterprise to the maximum extent. Fully mobilizing the enthusiasm and creativity of employees is one of the main problems faced by Yongping Refinery. Based on the theories and methods of performance appraisal and salary management, this paper analyzes the problems existing in the salary distribution scheme of Yongping Refinery, and designs a new salary distribution scheme for the plant. The full text is divided into five chapters: the first chapter, on the basis of expounding the background and significance of the topic, expounds the ideas, methods and innovations of this paper. The second chapter expounds the related theories of salary management and performance appraisal, as well as the research trends at home and abroad, which lays a theoretical foundation for this study. In the third chapter, on the basis of introducing the current salary distribution scheme of Yongping Refinery, the problems existing in the scheme are analyzed from two aspects of salary distribution and performance evaluation, and the main problems that perplexed the design of the salary distribution scheme of the plant are extracted. In the fourth chapter, the performance evaluation method of equal handicap number method and soft and hard index is used to design the new post wage determination standard and performance wage distribution standard for the factory, and the advantages of the new scheme are analyzed. In the fifth chapter, the main conclusions of this paper are summarized, and some reasonable suggestions are put forward for Yongping Refinery to adopt the salary distribution scheme designed in this paper.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 李寶元;;現(xiàn)代組織薪酬管理演化的歷史脈絡(luò)及前沿走勢(shì)——基于歷史與邏輯相統(tǒng)一的文獻(xiàn)梳理及理論透視[J];財(cái)經(jīng)問(wèn)題研究;2012年07期

2 馬新建;朱力;張?chǎng)?徐敏;;薪酬管理環(huán)節(jié)要素對(duì)員工組織公平感的影響研究——基于商業(yè)模式價(jià)值分享視角的詮釋[J];東南大學(xué)學(xué)報(bào)(哲學(xué)社會(huì)科學(xué)版);2011年02期

3 于書(shū)勇;;石油企業(yè)薪酬分配的幾點(diǎn)思考[J];法制與經(jīng)濟(jì)(下旬);2010年05期

4 徐向真;陳振鳳;董大海;;現(xiàn)代企業(yè)績(jī)效考核方法述評(píng)[J];華東經(jīng)濟(jì)管理;2008年10期

5 蘇澤文;王選政;廖玉萍;;石油企業(yè)內(nèi)部薪酬分配設(shè)計(jì)探討[J];石油天然氣學(xué)報(bào);2009年03期

6 袁光華;付磊;;績(jī)效考核和激勵(lì)制度對(duì)員工努力的影響[J];經(jīng)濟(jì)與管理研究;2011年02期

7 常濤;廖建橋;;團(tuán)隊(duì)性績(jī)效考核對(duì)知識(shí)共享的影響模型研究[J];科研管理;2011年01期

8 劉延紅;;石油企業(yè)工資分配制度初探[J];科技信息;2009年11期

9 戶曉茹;白華偉;魏博;;長(zhǎng)慶油田基層員工績(jī)效考核存在的問(wèn)題及對(duì)策——以長(zhǎng)慶油田某采油廠為例[J];山西財(cái)經(jīng)大學(xué)學(xué)報(bào);2010年S1期

10 趙渝平;王源;;如何發(fā)揮薪酬管理在石油企業(yè)的作用[J];人力資源管理;2012年08期

相關(guān)碩士學(xué)位論文 前4條

1 楊科;中國(guó)石油青海石油管理局薪酬制度改革[D];對(duì)外經(jīng)濟(jì)貿(mào)易大學(xué);2004年

2 劉燕;中國(guó)石油吉林銷售公司分類動(dòng)態(tài)薪酬方案設(shè)計(jì)[D];吉林大學(xué);2006年

3 張慶欣;大慶油田電力公司薪酬體系設(shè)計(jì)[D];哈爾濱工程大學(xué);2006年

4 杜文發(fā);大港油田公司業(yè)績(jī)薪酬體系研究[D];西南石油學(xué)院;2004年

，

本文編號(hào)：2485349