煤炭企业生产安全的薪酬激励机制研究  

Research on the Compensation Incentive Mechanism of Coal Enterprise's Production Safety

作　　者：宋妍[1] 钱永坤[1] 

机构地区：[1]中国矿业大学管理学院,徐州221116

出　　处：《中国公共安全（学术版）》2015年第4期27-34,共8页China Public Security(Academy Edition)

基　　金：神华股合2013(8)号;"神华煤炭生产安全经济激励机制优化研究"

摘　　要：中国煤炭安全生产近年来取得巨大进步,除了采煤技术的提升和各种井下安全监控、远程监测等生产设施的更新,政府和企业在安全管理和安全生产方面也进行了大量资金投入。为了用好这些资金,有效发挥经济激励的杠杆作用,本文以国内大型煤炭企业S为例进行理论与经验分析。研究结果表明:组合采用固定工资、岗位工资和绩效工资的薪酬方式符合煤炭企业自身特点和发展要求,但应随市场行情对岗位工资进行调整,并通过适度减少固定工资、加大绩效工资占比、提高绩效工资差额和增强评价机制监察力度等方式予以完善;安全绩效工资的实施可以通过预先向工人收取保证金或抵押金的方式进行,但安全知识教育与培训、工人素质能力甄别与提升的安全管理工作也应当全面贯彻,防患于未然。China coal safety has made great progress in the past years. Besides adopting advanced technology to improve mining method, and updating various underground safety monitoring or remote monitoring production facilities, China government and coal enterprises have invested a lot of money in safety management and safety production. In order to use them properly, and giving full play to the economic lever function, the text analyzes compensation mechanism of front-line workers in theory and experience based on the domestic leading coal enterprises S for example, pointing out that combined with fixed salary, post salary and performance salary is in line with the coal enterprises of their own characteristics and development requirements, but the post salary should be adjusted with the market, and it also added sensible adjustment by reducing fixed salary appropriately, increasing performance salary ratio, increasing performance salary differentials and enhancing supervision and evaluation mechanism; safety performance salary can be carried out through the pre charged to workers deposit or mortgage payment, but the safety education and training, security management such as quality or ability identifying and promotion of workers must be carried out in the round, nip in the bud.

关 键 词：煤炭企业 生产安全 薪酬激励 经济杠杆 

分 类 号：C936[经济管理—管理学] F224.0