lpe公司薪酬体系设计.pdf

大连理工大学
硕士学位论文
LPE公司薪酬体系设计
姓名:尹树博
申请学位级别:硕士
专业:工商管理
指导教师:乔坤
20091114
大连理工大学专业学位硕士学位论文
摘要
LPE公司,原来是辽河油田下属的公司,在国有企业改革逐步深化过程中整体改制
成为国有控股的有限责任公司。作为国有控股的有限责任公司,数年来营业收入和利润
水平快速增长,但薪酬制度一直比较僵化,公司的快速发展对人力资源管理提出了新的
要求,优秀员工不断流失、无法吸引优秀人才是现在面临的突出问题,对薪酬制度和绩
效考核进行重新设计是非常必要和重要的。
薪酬设计是企业人力资源工作的一个非常重要的组成部分,是激励体系的核心。由
于它具有其它激励方式不可替代的重要作用,从而使其成为企业管理过程中一个非常关
键的问题。薪酬体系设计合理,不仅替公司节约了大量人工成本,而且会达到非常好的
激励效果,促进生产效率的提高。相反如果薪酬体系设计不合理,在浪费大量成本的同
时,员工的工作士气也会非常低落。因此本文从LPE公司的内部薪酬调査入手,在深入
分析公司薪酬体系现状的基础上,通过技能评价引入技能工资、绩效考核引入绩效工资
使工资体系不但反映个体的工作能力、更反映他的工作业绩。同时本文也分析了如何控
制公司的工资总额以及在实施新的薪酬体系时应该注意的问题。本文采用了管理学、心
理学、经济学、组织行为学等方法进行了分析、研究,提出了LPE公司薪酬体系设计方
案
本文主要探讨的是薪酬设计的问题,主要包括基本工资、激励薪酬等,对其它诸如
福利、加班工资、个人所得税等问题研究较少。当然,从某种程度上讲,在实际中,如
果将这些内容分割开来是不可能,也是不现实的。但是由于后者属于比较简单的操作问
题,因此本文没有将其作为研究的重点,不过在薪酬计算时应该着重考虑。
关键词:薪酬体系;考核体系;全面薪醐管理
LPE公司薪酬体系设计
Compensation and Appraisal System Design of LPE Company
Abstract
LPE become a state-owned limited liability company under the gradual deepening of the
state-owned enterprise reform process, which originally was a subsidiary of Liaohe Oilfield
Company. As a state-owned limited liability company, the revenue and profit levels of LPE
have grew rapidly over the years, but the salary system is relatively rigid, the companys rapid
development depend on human resources management, because of continual loss of good
employees and losing attracting of outstanding talent, so We need to redesign pay system and
pertormance evaluation
Salary design is an impor ant part of corporate human resources work; it is integral part
of the incentive system core. Because of its irreplaceable role, it has become a critical issue in
the process of enterprise management. A reasonable pay system not only save a great deal of
the company's labor costs, but also reach a very good incentive effects, and promote
production efticiency, and vice versa.
Therefore, this article make wage system reflect not only the individuals abillity, but also
his job performance through skills evaluation and performance appraisal, based on intemal
salary survey and analysis of company's compensation system situation. Meanwhile, this
paper also analyzed the way to control the company's payroll, as well as the key point in the
implementation of the new salary system. LPES salary system design was proposed in this
paper by using methods of management science, psychology, economics, and organizational
behavior
This paper mainly deals with the issue of pay structure, mainly including basic wages,
incentive pay etc. Of course, to some extent, these elements are separated is not possible in
practice. However, the latter are relatively simple operational problems, so this article do not
study it as a focus but consider it in salary calculations.
Key Words: Compensation System; Appraisal System; Total Compensation
Management
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