Research On The Salary Incentives Of Professional And Technical Personnel In SC Company

SC is a subsidiary of Henan Oilfield,mainly engaged in oil and gas exploration business.In recent years,due to the sluggish domestic oil industry and the high cost of domestic oil,coupled with fewer new start-up projects by SC companies,the company’s salary incentives have been insufficient,which has led to the phenomenon of the departure of some professional and technical personnel.Development has had an adverse effect.SC hopes to solve the problem of brain drain by improving the treatment of professional and technical personnel and improving the incentive policy,laying a good foundation for the company’s development in the next step.In view of this,SC’s professional and technical personnel salary and incentive issues are selected as research topics.The thesis combines human capital theory,fairness theory and incentive theory,constructs an index system from two aspects of salary incentive optimization willingness and salary incentive optimization impact,designs a questionnaire,and uses the questionnaire survey method to carry out the current salary incentive method of professional technicians of SC company.In-depth analysis,and optimized the design of SC company salary incentives.After conducting reliability tests on the 252 valid questionnaires collected,a double-column model method was used to conduct an empirical analysis of the sample data.Firstly,the Probit willingness model is used to analyze the salary incentive optimization willingness;then the Truncated regression model is used to analyze the expected impact of salary incentive optimization.On this basis,suggestions and implementation guarantees for SC company’s salary incentive optimization are put forward.In terms of wages,additional working-age wage subsidies can be established and a system of promotion and demotion of titles can be implemented.In terms of rewards,it is possible to appropriately increase the weight of personal performance of professional and technical personnel in the division of performance weights at all levels,to motivate their work enthusiasm,and to encourage professional and technical personnel who work more actively.In terms of welfare,professional technicians and their families can be provided with better education and medical welfare channels.At the same time,"self-help" welfare items are introduced for professional technicians to choose according to their own needs.In addition,a multi-channel career development model is established for professional technicians to provide them with more learning opportunities and development space.In the implementation of salary incentive optimization guarantee,it is proposed to introduce a concise and efficient performance evaluation system,guide the transformation of values,and establish a professional and technical personnel ability training system.