Research Of Personnel Salary Incentive Among Mechanics In Luoyang Sinopec

Firstly, the research results of the previous operator of the relevant skills payincentives and Skills operator Sinopec Luoyang Company Incentive Compensationanalyzed the current situation, and the internal skills operator salary satisfaction survey,on this basison the obtained the ZL company salary structure is irrational, incentiveineffective, unfair compensation design difference is not obvious issues such as thewelfare system, identify its remuneration philosophy behind the lack of scientificremuneration system design and performance evaluation.Then, the guiding ideology of the design objectives and principles of theremuneration incentives, first determine the compensation strategy, skills operator jobanalysis and job evaluation, salary survey comparing the skills to operate with the sameregion to determine the factors that affect pay levels, for ZL company proposedremuneration design. New remuneration scheme in post salary by job level and theirbase salary coefficient basic wages raise the base salary of the wide pay for performanceand post wages proportionally linked linked with individual performance and enterpriseperformance, and further broaden strengthen the seniority wage, overtime pay, benefitsfair and reasonable. Establish a due consideration to fairness, incentive pay system, inorder to better play skills operating personnel actively encourage skilled operator waspromoted to the higher-skilled personnel to achieve the goal of synchronous growth ofemployees and businesses.Finally, the remuneration incentive design proposals including the establishment ofreasonable job evaluation system, and build a comprehensive performance managementsystem, the remuneration packages of communication and validation mechanismassurance measures.Integrity, competitive, reasonable, flexibility angle of theremuneration package from the evaluation, and pointed out the direction for thefollow-up to further research.