Design And Implementation Of Zhongyuan Oil Field Of Professional And Technical Personnel Salary And Welfare System

Zhongyuan oilfield discovered since 1975, after nearly four decades of development and construction, has developed into a large state-owned enterprises with the comprehensive advantages of oil and gas exploration and development, engineering and technical services, oil and gas and chemical, and oil and gas production has become an important eastern China base. Currently, Zhongyuan Oilfield clear development strategy of petroleum and petrochemical companies with strong competitive building and enterprise development strategy proposed combining talent thriving enterprise strategy, but also the existing remuneration system weaknesses and shortcomings, such as: professional and technical revenue correspondence between staff and management and the skill of the operator to be further adjustment; compensation system did not establish normal growth mechanism; professional and technical personnel to inclusive welfare-oriented, lack of personalization and flexibility; addition, personal growth, professional and technical personnel and development of space-constrained, high-quality professional and technical personnel drain is getting worse. These are not conducive to mobilize the enthusiasm of professional and technical personnel, is not conducive to the stability of professional and technical personnel. Based on the domestic and international compensation management and related theoretical studies, based on the salary survey carried out in-house understanding of the professional and technical personnel compensation income satisfaction, some companies within the industry for professional and technical staff conducted a survey of salary income, while the system analysis of the current situation and the characteristics of the remuneration system for oilfield professionals, comparative analysis of the various stages of oil pay system, specifically the professional and technical personnel salary system problems for the problem, according to the policy theory, oil field development strategy, identified the oilfield expertise principles and elements of remuneration system design, adjust and optimize the professional and technical posts set and the corresponding relations, improve basic salary system, the establishment of a normal salary growth mechanism, perfect the welfare system and long-term incentive system, designed to meet the characteristics of the professional fields technical staff remuneration system. Then deduced by the computer to verify the rationality and feasibility of the basic remuneration system. On this basis, the organization and implementation of oilfield technicians to adjust the pay system work smoothly advance the reform of the remuneration system field. By establishing a strong competitive remuneration system, improve internal equity and external advanced remuneration system, attracting and retaining professional and technical personnel, continue to improve oil market competitiveness, and promote sustainable and harmonious development of oil fields.