【摘要】：受?chē)?guó)內(nèi)經(jīng)濟(jì)下行影響,煤炭?jī)r(jià)格驟降,煤炭采掘類(lèi)公司盈利水平直線下跌,出現(xiàn)了全行業(yè)虧損,成本與價(jià)格倒掛,煤企經(jīng)營(yíng)陷入困境,如何有效降低生產(chǎn)成本,提高經(jīng)營(yíng)效率,成為企業(yè)順利渡過(guò)經(jīng)濟(jì)轉(zhuǎn)型期的重要砝碼。在此背景下,煤炭行業(yè)薪酬普降,在減少人工成本開(kāi)支的前提下提升勞動(dòng)效率成為煤企的首選方式。但同時(shí),單純薪酬水平的下降,則會(huì)進(jìn)一步影響企業(yè)職工工作積極性,容易引起經(jīng)營(yíng)環(huán)境的更加惡化。因此,需要對(duì)煤業(yè)自身的薪酬體制進(jìn)行科學(xué)定位,充分發(fā)揮薪酬體系在激勵(lì)領(lǐng)域的效用,并在薪酬總額降低的狀況下,通過(guò)變更薪酬結(jié)構(gòu)、對(duì)不同層次職員的薪酬比例進(jìn)行配置,需要進(jìn)一步提升井下工作者的熱情,削減薪資的做法只會(huì)打擊職員的工作熱情,而促進(jìn)薪酬使用效率的提升,則能協(xié)助企業(yè)有效度過(guò)困境。本文結(jié)合近三年SY煤業(yè)生產(chǎn)人員薪酬體制的變化狀況,對(duì)國(guó)有煤業(yè)的薪酬體系展開(kāi)了具體研究,并圍繞已有的理論展開(kāi)了深入研究,為薪酬體系相關(guān)問(wèn)題的解決提供了有效指引。此外,本文綜合薪酬設(shè)計(jì)對(duì)應(yīng)的3E理論,對(duì)SY煤業(yè)的薪酬體系進(jìn)行了重建,參照煤業(yè)多元化職員的特征以及發(fā)展需求,構(gòu)建了全新的薪酬結(jié)構(gòu)以及績(jī)效考核體系,為崗位薪酬體系的優(yōu)化發(fā)展提供了相應(yīng)的指導(dǎo)。圍繞SY煤業(yè)開(kāi)展薪酬體系的研究時(shí),基于薪酬總額持續(xù)降低的狀況,需要進(jìn)一步促進(jìn)薪酬使用效率的提升,這樣才能保證職員的工作積極性,從而按照優(yōu)勝劣汰的原則弱化來(lái)篩選出高質(zhì)量的企業(yè),也使得各個(gè)崗位職員薪酬存有一定差異,緩解職員的危機(jī)感,為企業(yè)的變革發(fā)展提供支撐。
[Abstract]:Affected by the downward trend of the domestic economy, the coal price has plummeted, the profit level of coal mining companies has plummeted, there have been losses throughout the industry, the costs and prices have been inversely linked, and the coal enterprises are in trouble. How to effectively reduce production costs and improve operating efficiency, It has become an important weight for enterprises to pass through the economic transition period smoothly. In this context, the coal industry pay reduction, in the premise of reducing labor costs to improve labor efficiency has become the first choice for coal enterprises. But at the same time, the decline of the pure salary level will further affect the enthusiasm of the staff and workers, and will easily cause the worse business environment. Therefore, it is necessary to scientifically position the compensation system of the coal industry, give full play to the effectiveness of the compensation system in the field of incentive, and change the salary structure under the condition of the reduction of the total compensation amount. To allocate the salary ratio of different levels of staff, it is necessary to further enhance the enthusiasm of underground workers. The practice of cutting wages will only dampen the enthusiasm of the staff and promote the efficiency of salary use. Then can help the enterprise to tide over the difficult situation effectively. Combined with the change of salary system of SY coal industry in recent three years, this paper studies the salary system of state-owned coal industry in detail, and deeply studies the existing theories. It provides effective guidance for solving the related problems of salary system. In addition, based on the 3e theory of compensation design, this paper reconstructs the compensation system of SY coal industry, and constructs a new salary structure and performance appraisal system according to the characteristics and development needs of diversified employees in coal industry. It provides the corresponding guidance for the optimization and development of the post compensation system. In the study of salary system around SY coal industry, based on the situation that the total salary is continuously decreasing, we need to further promote the efficiency of salary use, so as to ensure the enthusiasm of the staff. Thus according to the weakening of the principle of survival of the fittest to screen out high-quality enterprises, but also make the salary of each post staff has certain differences, alleviate the sense of crisis of staff, and provide support for the reform and development of enterprises.
【學(xué)位授予單位】：山西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.21

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