伴随着知识资本贡献率的增长和企业对人才资源的争夺,薪酬激励!薪酬管理日益 受到重视本报告以现代薪酬管理相关理论为指导,以适应现代薪酬管理趋势和企业发 展需要为原则,以调动国有企业高级专业技术人员的积极性!主动性!创造性为目标, 注重实用性!激励性!竞争性,对辽河石油勘探局高级专业技术人员的薪酬方案进行专 门设计 报告主要内容包括三个方面,即:辽河石油勘探局的高级专业技术人员薪酬现状研 究!高级专业技术人员薪酬方案设计和高级专业技术人员薪酬制度保障措施研究,对于 国有企业和特殊群体的薪酬设计有一定的借鉴意义 首先,报告结合辽河石油勘探局的实际界定了高级专业技术人员的范畴,总结了高 级专业技术人员的特点,并运用掌握的理论客观分析了高级专业技术人员现行薪酬制度 存在的问题及成因;其次,在职务评价和薪酬调查的基础上,借鉴全面薪酬的观点,针 对辽河石油勘探局高级专业技术人员的特点设计了专门的薪酬方案,特别是能够充分体 现知识和人才价值的重大科研项目奖励!技术专家评选等激励性薪酬;再次,结合企业 实际提出了实施的保障措施,通过加强薪酬管理的组织领导,加大薪酬制度的宣传培训 力度,健全完善绩效考核体系,抓好高级专业技术人才规划和开发,大力推进企业文化 建设,确保薪酬方案落到实处 关键词:国有企业;高级专业技术人员;薪酬设计 多辽河勘探局高级专业技术人员薪酬方案再设计 TheRe一engineeringofTheSeniorTechnicalStaffRemuneration PaekageinLPEB Abstraet Withtheinereaseofintellecto目eaPitaleontributionrateandtheent下nses.seramble forthequalifiedPersonnel,enco切限gementandmanagementofeomPensationshowitsgreat valuesdaybyday.ThePurposeofthisthesis15tostatethesPecialdesignofcomPensation PlanforseniorProfessionalsinLiaohePetr.OleumExPlorationBureau(LPEB).ItadoPtsthe mod的comPensationmanagementthcoriesasitsgUidanee,meetingthetendeneyofmodern comPensationmanagementandmod的PrineiPlesofthedeveloPmentofenterprises,aiming atencoura邵ngtheenterpriseseniorProfessionalsintennsofinitiative,activityandoriginality ItfocusesonthePragrnatism,eneouragetnentandeomPetition. Thereare廿ireeasPectsinthethesis:i.e.theanaiysisofcu厅entcomPensationsystetnof thes雨orProfessionalsinLiaohePen.OleurnExP10rationBureau,thedesignofthe eomPensationPlanforthes雨orProfessionals,andthestudyonProteetivemeasu丁的entsfor theseniorProfessionals.heanbeusedasthere丘汀eneetothecomPensationdesignforthe state一叩eratedentoprisesandsPecialgrouPs. TheinventivePointsare:1.AecordingtotherealityinLiaohePetroleumExPloration Bureau,itdefinesthecategoriesofseniorProfessionals,coneludingthecharacteristiesof seniorProfessionals,objeCtivelyanal邓ingtheProblemsexistinginc让汀entcomPensation systelnandreasonsoftheProblems.2.OnthebasisoftheevaluationofProfessionaltitIesand investigationofcomPensation,ov巴妞11exPeriences,aswellasthefea仪iresofthes喇or ProfessionalsinLPEB,wedesigneds侧沈ialPlan.EsPeeially,forthosecomPensationofkey researchProjectswhicheanreflectthevalueofknowledgeandintellectuals.Also,we ProPosedthecomPensationforthe即pralsaloftechniealexPerts50onand50forth.3. AccordingtotheenterprisesitUation,wePutforwardtheProtectivemeas[J9刀entsby enforcingtheleadershiPoftheorg耐sationsintennsofthecomPensationmanagelnent, de印eningtheProPagandaofthecomPensationsystem,即hancingandPerfeetingthe evaluationsystemofProfessionals.aehievm以.W七alsoexPressedtheideasthatweneedto PlanandexPlorethequalifieds耐orProfessionalsandtoexPandtheenterpriseeultural constrUetion50astoguaranteetheimPlementofthecomPensationPlans. Keywords:state一operatedenterprise,s耐orProfessionals,comPensationdesign. 记大连理工大学专业学位硕士学位报告 目录 多 摘要...............................................................................................................................I Abstract................................................................................................................................11 l绪论................................................................................................................................1 1.1研究背景和意义..................................................................................................1 1.2研究内容..............................................................................................................3 1.3研究的技术路线..................................................................................................3 2相关理论........................................................................................................................5 2.1薪酬管理概述.......,........................................................................................5 2,1.1薪酬的概念................................................................................................5 2.1.2薪酬的功能................................................................................................5 2.1.3薪酬的影响因素........................................................................................6 2.1.4薪酬管理的主要内容................................................................................7 2.2薪酬体系及其主要模式...........................................................................#....7 2.2.1薪酬体系构成要素.....................................#7 2.2.2薪酬体系发展历程.............................................#.#,#9 2.2.3薪酬体系主要模式..................................................................................10 2.3薪酬设计的理论基础...............................................11 2.3.1人力资本理论..............................................................................#11 2.3.2供求均衡薪酬理论...................................................................................11 2.3.3集体谈判薪酬理论.............,.................................................#12 2.3.4薪酬激励理论......................................................#.12 2.3.5效率工资理论..........................................................13 2.4薪酬设计方法......................................................................................14 2.4.1薪酬设计的基本原则..............................................................................14 2.4.2薪酬设计的典型流程..............................................................................15 2.4.3薪酬设计的常用方法................................................................16 2.4.4薪酬设计的发展趋势..............................................................................17 3辽河石油勘探局高级专业技术人员薪酬现状..........................................................19 3.1企业概况............................................................................................................19 3.2高级专业技术人员现状...............................................................#.#.#.#20 3.2.1高级专业技术人员的界定......................................................................20辽河勘探局高级专业技术人员薪酬方案再设计 3.2.2高级专业技术人员的特点......................................................................20 3.2.3高级专业技术人员的构成......................................................................21 3.3高级专业技术人员现行薪酬制度....................................................................24 3.3.1薪酬制度沿革..........................................................................................24 3.3.2现行的薪酬制度......................................................................................25 3.4现行薪酬制度存在问题及成因分析................................................................27 4薪酬方案再设计..........................................................................................................32 4.1薪酬方案再设计的原则....................................................................................32 4.2薪酬方案设计策略............................................................................................34 4.3职务评价方法....................................................................................................35 4.4薪酬结构设计....................................................................................................38 4.5薪酬调查!定位与分级....................................................................................39 4.5.1薪酬调查及薪酬定位......................................