【摘要】：EPC是一種先進的項目管理模式,是英文Engineering, Procurement, Construction首字母的縮寫,即設(shè)計、采購、施工為一體的“交鑰匙(Turnkey)"總承包模式。目前EPC管理模式已經(jīng)成為石油、天然氣以及海洋工程建設(shè)項目中的主流模式。在EPC工程項目中的薪酬體系管理涉及多方面因素,也是整個項目管理中的重要部分。一個科學合理、有效可行的薪酬體系直接關(guān)系到項目選人、用人和留人,對能否高質(zhì)量、平穩(wěn)及時地完成項目目標起到不可忽視的作用,在整個項目人力資源管理體系中的作用顯得尤為突出和重要。A公司是美國一家全球領(lǐng)先的EPC合同商,為能源、化工以及政府部門提供工程設(shè)計、施工和服務。本文以A公司在中國建造的天然氣管道EPC工程項目中薪酬體系現(xiàn)狀為實例,結(jié)合相關(guān)薪酬體系設(shè)計理論,找出該EPC工程項目中薪酬體系的薄弱環(huán)節(jié)和存在的問題,并對其進行再設(shè)計。通過再設(shè)計的過程,歸納出在EPC項目中薪酬管理的重點,構(gòu)建出具有競爭力和公平性的新薪酬體系,以穩(wěn)定項目人力資源,為項目順利完工提供保障,同時也為其它EPC工程項目的薪酬體系構(gòu)建與優(yōu)化提供參考。 本論文的研究主體是A公司EPC項目薪酬體系的再設(shè)計過程。在研究過程中,首先對EPC項目特點和薪酬管理特點進行了研究,歸納出EPC項目的短期性和臨時性以及人力資源不穩(wěn)定性的特點。進而分析出A公司EPC項目現(xiàn)有薪酬體系存在薪酬水平低、薪酬結(jié)構(gòu)不合理、福利體系不完善的問題。然后,有針對性的對薪酬體系進行再設(shè)計,提出崗位評價和績效考評系統(tǒng)的應用、年度工資調(diào)整制度的建立和獎金與福利體系的完善與優(yōu)化。最后,通過新薪酬體系的實施,使A公司EPC項目中新薪酬體系對外更具競爭性,對內(nèi)具備公平性,更好發(fā)揮薪酬體系的激勵性作用,維護項目人力資源的穩(wěn)定,保證工程項目順利完工。
[Abstract]:EPC is an advanced project management mode, which is the abbreviation of English Engineering, Procurement, Construction initials, that is, "turnkey (Turnkey)" general contracting mode, which integrates design, procurement and construction. At present, EPC management mode has become the mainstream mode in oil, natural gas and marine engineering construction projects. The salary system management in EPC project involves many factors, and it is also an important part of the whole project management. A scientific, reasonable, effective and feasible salary system is directly related to the project selection, employment and retention, and plays an important role in whether the project objectives can be completed smoothly and in time. A company is a leading EPC contractor in the United States, providing engineering design, construction and service to energy, chemical and government departments. Taking the present situation of salary system in natural gas pipeline EPC project built by A Company in China as an example, combined with the relevant salary system design theory, this paper finds out the weak links and existing problems of compensation system in the EPC project, and redesigns it. Through the process of redesign, this paper sums up the key points of compensation management in EPC project, and constructs a new salary system with competitiveness and fairness in order to stabilize the human resources of the project and provide a guarantee for the smooth completion of the project, as well as a reference for the construction and optimization of the compensation system of other EPC projects. The main body of this paper is the redesign process of EPC project compensation system in A company. In the process of research, firstly, the characteristics of EPC project and salary management are studied, and the short-term and temporary characteristics of EPC project and the instability of human resources are summarized. Then it analyzes the problems of low salary level, unreasonable salary structure and imperfect welfare system in the existing salary system of EPC project of A company. Then, the salary system is redesigned, and the application of post evaluation and performance evaluation system, the establishment of annual wage adjustment system and the perfection and optimization of bonus and welfare system are put forward. Finally, through the implementation of the new compensation system, the new compensation system in the EPC project of Company A is more competitive, fair internally, give full play to the incentive role of the compensation system, maintain the stability of the human resources of the project, and ensure the smooth completion of the project.
【學位授予單位】：大連海事大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F284;F272.92

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