Study On Improving Compensation System In SINOPEC Hunan Petroleum Company

With the rapid development of international, domestic social and economic society, the importance of human resources in various fields is highlighted ceaselessly. American management guru Peter Deruk once said:"only a real resources-human, management is to develop human resources to do a good job" Compensation management is the most basic of human resources management, the design of compensation system is directly related to the internal fairness, and external competitiveness, it is communicated to employees in the organization and what is valuable, and to pay people to establish a system and program. Strategic planning is a good compensation system design is directly related with the organization’s, so that employees can concentrate their efforts to help the organization in the market competition and survival of the direction, and stimulate the staff to realize self value and value of harmony and unity. The branch of Hunan Petroleum Company’s salary system as the research object.The branch of Hunan Petroleum Company’s salary system as the research object, through a questionnaire survey to the company salary management status and existing problems of Hunan oil analysis, and the reasons of existing problems of mining, and the present problems of compensation system; at the same time through the establishment of index system and model of pay, establishing salary diagnosis index system from fairness, economic, legal, dynamic four index, diagnosis and compensation system in Hunan petroleum company overall situation, employee health salary, bonus, welfare system and the problems; according to the diagnostic results salary diagnosis index system, the salary scheme from the salary strategy, compensation level, compensation structure, compensation and so on special groups, the matching compensation system with the enterprise, improve the core competitiveness of enterprises, increase staffs alary satisfaction. In this thesis, the incentive theory and salary management theory, combined with the actual situation of the enterprise and the existing issues of compensation system as background to research and explore the improvement of a reasonable and effective compensation system, combining theory with practice, pertinence and operability, improve the hope that the salary system can provide a certain amount of reference to similar enterprise salary system. In this thesis, the incentive theory and salary management theory, combined with the actual situation of the enterprise and the existing issues of compensation system as background to research and explore the improvement of a reasonable and effective compensation system, combining theory with practice, pertinence and operability, improve the hope that the salary system can provide a certain amount of reference to similar enterprise salary system.