摘 要
本文首先综述了前人有关技能操作人员薪酬激励的研究成果，然后对中石化
洛阳分公司的技能操作人员薪酬激励现状进行了分析，并对公司内部技能操作人
员薪酬满意度进行了调查，在此基础上，得出洛阳中石化公司论文中以下简称 ZL
公司存在薪酬结构不合理、激励效果不佳、薪酬设计不公平、福利制度差异化不
明显等问题，找出其薪酬理念落后、缺乏科学的薪酬系统设计与业绩考核等原因。
继而，在薪酬激励机制设计目的和原则的指导思想下，先确定薪酬战略、再
进行技能操作人员的工作分析和岗位评价、然后与同地区技能操作人员薪酬进行
调查比较、确定影响薪酬水平的因素，重新规划了 ZL 公司薪酬激励方案。新的薪
酬方案中，其岗位工资按岗位级别及其基薪系数拓宽了基本工资的按提高了基薪
宽幅，提出绩效工资与岗位工资按比例挂钩、与个人业绩和企业业绩等相联系，
并进一步加强了工龄工资、加班工资、福利待遇的公平与合理性。建立一个兼顾
公平、激励的薪酬制度，以便能更好的发挥技能操作人员的积极性，鼓励技能操
作人员向更高技能人才晋升，以期达到员工和企业同步成长的目标。
文章最后对本薪酬激励设计方案提出了包括建立合理的岗位评价制度、构建
完善的绩效管理系统、薪酬方案沟通和审定机制等具体的保证措施。对该薪酬方
案从整体性、竞争性、合理性、灵活性角度进行了评价，为后续进一步的研究提
出了方向。
关键词:洛阳中石化，技能操作人员，薪酬；激励
Abstract
Firstly, the research results of the previous operator of the relevant skills pay
incentives and Skills operator Sinopec Luoyang Company Incentive Compensation
analyzed the current situation, and the internal skills operator salary satisfaction survey,
on this basison the obtained the ZL company salary structure is irrational, incentive
ineffective, unfair compensation design difference is not obvious issues such as the
welfare system, identify its remuneration philosophy behind the lack of scientific
remuneration system design and performance evaluation.
Then, the guiding ideology of the design objectives and principles of the
remuneration incentives, first determine the compensation strategy, skills operator job
analysis and job evaluation, salary survey comparing the skills to operate with the same
region to determine the factors that affect pay levels , for ZL company proposed
remuneration design. New remuneration scheme in post salary by job level and their
base salary coefficient basic wages raise the base salary of the wide pay for performance
and post wages proportionally linked linked with individual performance and enterprise
performance, and further broaden strengthen the seniority wage, overtime pay, benefits
fair and reasonable. Establish a due consideration to fairness, incentive pay system, in
order to better play skills operating personnel actively encourage skilled operator was
promoted to the higher-skilled personnel to achieve the goal of synchronous growth of
employees and businesses.
Finally, the remuneration incentive design proposals including the establishment of
reasonable job evaluation system, and build a comprehensive performance management
system, the remuneration packages of communication and validation mechanism
assurance measures.Integrity, competitive, reasonable, flexibility angle of the
remuneration package from the evaluation, and pointed out the direction for the
follow-up to further research.
Key Words: Sinopec Luoyang, skilled operators, salary; incentive