本文首先从 ZHYF 公司远期战略的角度出发，结合公司人力资源发展战略，
确定了公司竞争型薪酬战略的选择。其次，通过工作分析和职位评价，确定了企
业的三大职务序列，即经营管理序列职位、专业技术序列职位、技能操作序列职
位。针对 ZHYF 公司的企业实际和行业发展水平，遵循薪酬体系设计的原理和思
路，通过定量和定性相结合的研究方法，对该企业原有薪酬体系进行了系统性的
改良,最后，优化后的薪酬体系在企业全面实施的基础上进行了员工抽样问卷调
查，从调查结果评估来看，优化后的薪酬体系达到了预期的效果,极大地改善了
组织的绩效,促进了人力资本效能的提升。
本文试图通过科学规划、合理优化 ZHYF 公司的薪酬体系来激励员工，增强
员工工作的积极性和主动性，激发他们的工作热情和潜能，为 ZHYF 公司实现长
远发展战略提供智力支持。考虑到薪酬体系设计是现代企业人力资源管理领域研
究的重难点问题，以期能通过对 ZHYF 公司的薪酬体系优化研究为其他有类似问
题或相同背景的企业提供借鉴和参考。
关键词：石油企业；人力资源；薪酬体系优化
ABSTRACT
As the original power of the fast and effective development for the enterprise, Human
resources has been accepted by more and more excellent enterprises since the end of
last centenary and the People-oriented management philosophy has gone deep into
each link of the operation management for enterprises. As the most active factor of the
economic development, Human resources has been invested as a kind of strategic
resource. Currently, the competition among enterprises is reflected finally on human
resources competition. As for obtainment of human resources, besides the promises to
providing the social status, favorable working conditions, promotion chance etc, the
attraction of the compensation & benefits play a vital role in fighting for human
resources. Therefore, it is important to construct a reasonable compensation system to
attract，cultivate and keep the talents. Studying on the current compensation system of
ZHYF Corporation, this paper raises the striking questions and weakness of the
compensation system of the enterprise from a multi-dimension system analysis on the
comprehensive compensation management.
Combining with its human resources strategy, this paper primarily starts from the
long-term strategy and then confirms the selection of its competitive compensation
strategy. Secondly, by job analysis and positions evaluation, it confirms 3 major
sequence of positions, namely positions in terms of operation management, technical
skill, technical operation. Based on the fact of the enterprise and development level of
this industry of ZHYF Corporation, following the principles and thinking of designing
the compensation system, it improves upon systematically its existing compensation
system with the study methods of quantity and quality. Finally, given that the full
implementation of the optimized compensation system in the enterprise, it samples the
personnel by questionnaire and according to the evaluation on the investigation
outcome, the optimized compensation system comes to the expectation, tremendously
improving upon the performance of the organization and contributing to the
promotion of human resources capital ‘s efficiency.
This paper tries to stimulate its personnel and build up the activity and initiative of its
personnel and inspire the zeal and potential of them by the scientific planning and
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