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论文编号：	1384
作者编号：	2120072245
上传时间：	2009/12/15 11:31:29
中文题目：	石化销售企业下属单位员工满意度调查研究
英文题目：	Employee satisfaction degree Survey research of Sinopec sales company''s subsidiary A
指导老师：	任兵
中文关键字：	石化销售企业 员工满意度 调查分析 对策研究
英文关键字：	Sinopec sales company；employee satisfaction degree；survey；strategy research
中文摘要：	摘 要 石化销售企业的员工满意度问题日渐突出，成为其人力资源管理中的一个重要挑战。在经济飞速发展的今天，所有企业都面临着日益激烈的人才竞争。作为企业利润创造主体的员工，他们的满意度影响着工作行为和工作绩效。企业要想留住人才，提升绩效，就应该着手提高员工的满意度，增强企业的人资竞争力。 身为国有超大型资源类垄断企业的中国石化已经连续五年占据中国500强企业榜首位置，在2008年更是凭借1.46万亿元的营业收入进入世界五百强前十名（第九名）。实力强大的中石化是否拥有高满意度的员工呢，面对埃克森一美孚(Exxon—Mobil)、壳牌(Shel1)和英国石油(BP)等为代表的国外石化公司，中石油、中海油等其他国有资源类石油公司，以及数量众多的由多方合资、参股的石油仓储、运输公司在石油经营、销售领域的激烈竞争，中石化销售企业始终面临着优秀人才的流失问题。其缺乏公平又结构单一的薪酬分配制度；未能有效运转的绩效考核体系乃至职务晋升、物质奖励等激励措施的缺陷使得整体员工满意度不高，优秀员工经常跳槽，一般员工工作缺乏积极性，这些都极大地影响了石化销售企业的整体利润。如何提高员工满意度，留住人才，提升员工工作积极性乃至效率已经成为石化销售企业不得不认真思考的问题，更是其审视自身，提升管理以取得竞争优势的关键所在。 笔者借助问卷调查和访谈相结合的方法对中石化销售公司某大区分公司下属A单位员工满意度进行了调查研究，访谈和问卷内容都包含了“工作本身、薪酬回报、晋升机会、上级的管理风格、同事关系及团队合作”等五个影响员工满意度的核心要素。通过对访谈和问卷调查结果的分析研究，认真剖析了影响员工满意度的各项因素及形成原因，并结合A单位实际情况提出了提升企业员工满意度的对策和建议。本次员工满意度调查研究具有明确的针对性，其调查分析结果对于A单位乃至石化销售企业都具有重要的借鉴意义。本文中还从一定层面上对中石化的人资管理现状提出了评价和建议，评价的基础是紧密参考此次研究结果而得出，并以此案例研究去映射石化企业普遍存在的一些关键问题。
英文摘要：	ABSTRACT The problem of employee satisfaction has become more and more intractable in Sinopec Sales company. It is a great chanllenge to human resources management of the company. In today’s rapid economic development Environment, all enterprises are facing increasingly fierce competition for talent. Employee is the main creation of corporate profits, their satisfaction degree impact work behavior and achievement. Enterprises should begin to improve employees satisfaction, enhance their competitiveness of human resources in order to retain talent and enhance performance. As a very large resource of state-owned monopoly enterprises in China, Sinopec has been occupied for five consecutive years in China top 500 enterprises top position, and more into the world 500 strong top before the ten (ninth) by virtue of 1.46 trillion yuan in revenue in 2008. Powerful Sinopec is with high satisfaction with employees? The face of fierce competition from Exxon Mobil, Shell and British Petroleum as the representatives of foreign petrochemical company, and other petroleum companies of state-owned resource such as CNPC, CNOOC. The large number of oil storage, transportation companies by the multi-joint-venture are also the competitor . Sinopec has always been faced with the loss of talents. It Lack of fair salary structure and always be the single distribution system; noneffective functioning of the performance appraisal system as well as bad job promotion makes the overall employee satisfaction is not high in Sinopec. Outstanding employees are often job-hopping, the lacking of staff enthusiasm, which are greatly influenced Sinopec’s overall profit. How to improve employee satisfaction, retain talent and enhance staff motivation as well as their efficiency has become a seriously problem for Sinopec, but also examine their own and improve management of Sinopec in order to obtain the key to competitive advantage. The author conducted a survey of employee satisfaction study of a subsidiary of Sinopec A subordinate units with the method of combining interviews and questionnaires. They all contain five core elements of affecting employee satisfaction, for instance, ”work itself, rewards, promotion opportunities, superior management style, staff relationships and teamwork” and so on. Through analysing interviews and survey results, I carefully analyzed the factors that affect employee satisfaction and its cause, and put forward contermeasures and suggestions to enhance corporate employee satisfaction combining with subsidiary A of the actual situation. The employee satisfaction research with clear targeted. Results of its investigation for subsidiary A as well as subsidiary of Sinopec has an important significance as reference. According to the result of this study ,the article also give the appraise and advice for Sinopec human resources management. This article has also found the key factor of Sinopec.
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