中国石油内蒙古呼和浩特销售分公司具有59年的历史,由七个正处级单位整

合而成,拥有2座油库、120座加油站,年均销售成品油总量40万吨,员工总数

2300人,是内蒙古自治区首府地区最大的成品油供应商,承担着为首府地区经济

发展、社会进步提供成品油资源保障的重任。

由于历史久远,导致公司人员结构复杂,人浮于事,尤其是薪酬激励机制没

有发挥出应有的激励作用,“干多干少一个样”,“干与不干一个样”;再加上

客观上存在“员工身份”歧视,合同化员工干得少,挣得多,市场化员工干的多,

挣得少,导致市场化员工心理严重失衡。以2012年为例,合同化用工月均实发工

资2367元,市场化用工月均实发工资1363元。另外,在升油工资制度、企业文

化建设、以及严重的官僚和形式主义等方面也存在一些问题,影响员工积极性,

制约企业发展。

为真正把激励机制运用到位,充分激发员工潜能,调动工作积极性,提高企

业绩效水平,营造良好工作氛围和为企业管理者提供决策参考依据,本文釆取实

证分析和规范分析两种方法,围绕员工激励、绩效和薪酬等问题进行了系统的分

析和研究,并从精神鼓励、物质激励两方面提出了包括完善薪酬、简化考核、完

善用工、精神激励、培训先行、职业规划、企业文化建设等七个方面的建议,进

一步提升员工的忠诚度,强化员工的责任感,提高员工的执行力,为呼市销售分

公司实现“管理上台阶、队伍上素质、形象上水平、服务上品味、文化上内涵”

的国际水准销售企业奠定坚实有力的人力资源基础。

关键词:员工薪酬,完善激励,改进考核,提升劳效

Abstract

China petro Inner Mongolia Hohhot sales company has 59 years old, composed of

seven unit integration, has two terminal, 120 gas stations, 400000 tons annual sales of

refined oil products, total number of employees 2300 people, the largest supplier of

refined oil products is the capital of Inner Mongolia autonomous region area, bear the

capital for regional economic development,social progress for refined oil resources

security.

Caused by the long history, the company personnel structure is complex, bloated,

especially the salary incentive mechanism did not play a proper incentive, “doing

more or less, but the same, do or don't do, all the same. Plus employee id

discrimination, objectively employees do less, earn more, much market staff, earn less,

lead to market staff psychological imbalance. In 2012,for example, labor monthly

salary of 2367 yuan, the market-oriented employment average monthly salary of 1363

yuan. In addition, in litre wage system, enterprise culture construction,and serious

bureaucracy and formalism, etc,also has some problems, affect employee enthusiasm,

restricting enterprise development.

To really apply the incentive mechanism in place, fully stimulate potential

employees,arouse the enthusiasm of work, and improve the level of enterprise

performance, create a good working atmosphere and provide decision-making reference

for enterprise managers, this article adopts the method of empirical analysis and

normative analysis, employee motivation, performance and compensation system is

analyzed and the research, and from two aspects of moral encouragement and material

incentives put forward including perfecting compensation, simplify examination,

improve the labor, spiritual motivation, training, career planning ahead, seven

Suggestions such as enterprise culture construction, further enhance the loyalty of the

staff, strengthening the staffs sense of responsibility, improve the staffs execution,

implementation for the Hohhot sales branch on the steps,team on quality management,

image level, service on taste and cultural connotation of’ the international standard of

sales enterprise to lay a solid foundation.

Key words:employee income,perfecting compensation,employee motivation5improve

the labor motivation

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