本文選題：營銷人員 + 薪酬體系�。� 參考：《山東理工大學(xué)》2017年碩士論文

【摘要】：如今,建筑行業(yè)產(chǎn)能過剩,如何在這種供大于求的局勢下求得生存和發(fā)展,是對企業(yè)尤其是銷售部門的考驗(yàn)。銷售人員決定著企業(yè)的銷售業(yè)績,影響著企業(yè)的生存和發(fā)展,而營銷人員薪酬體系又是影響其業(yè)務(wù)能力的重要因素。良好的薪酬體系能最大限度的激發(fā)員工的潛能,為企業(yè)創(chuàng)造更多的經(jīng)濟(jì)效益。本文的研究對象SDLH公司營銷人員薪酬體系主要包括工資、獎(jiǎng)金、津貼和福利,但基本工資占比過低,業(yè)務(wù)指標(biāo)過高,福利制度單一不靈活,這些問題不解決會造成人才流失,給公司帶來經(jīng)濟(jì)損失,影響其長遠(yuǎn)發(fā)展,因此如何構(gòu)建良好的薪酬體系,最大限度的激發(fā)員工的工作熱情和積極性是SDLH公司需要解決的問題。本文以SDLH公司營銷人員為研究對象,首先對營銷人員薪酬水平、薪酬結(jié)構(gòu)和薪酬滿意度進(jìn)行調(diào)查。其次構(gòu)建薪酬評估指標(biāo)體系,選取基本工資、績效工資、福利和員工長期發(fā)展四個(gè)方面指標(biāo),運(yùn)用層次分析法和德爾菲法對該公司營銷人員薪酬進(jìn)行分析研究,發(fā)現(xiàn)其存在薪酬水平偏低、薪酬結(jié)構(gòu)不合理、業(yè)務(wù)指標(biāo)過高及福利制度不完善等問題,針對這些問題,提出完善基本工資,調(diào)整業(yè)務(wù)指標(biāo)和完善福利制度等優(yōu)化措施。最后通過完善績效考核、加強(qiáng)溝通、健全培訓(xùn)機(jī)制等為新的優(yōu)化方案提供保障,使優(yōu)化后的薪酬體系能發(fā)揮其激勵(lì)作用、改善現(xiàn)狀。
[Abstract]:Nowadays, the construction industry overcapacity, how to survive and develop in this situation of oversupply, is a test for enterprises, especially the sales department. Sales personnel determine the sales performance of enterprises, affect the survival and development of enterprises, and the salary system of marketing personnel is an important factor affecting their business ability. A good salary system can maximize the potential of staff and create more economic benefits for enterprises. The research object of this paper is the salary system of marketing personnel of SDLH Company, which mainly includes salary, bonus, allowance and welfare, but the proportion of basic salary is too low, the business index is too high, and the welfare system is not flexible, these problems will lead to the brain drain. Bring economic loss to the company, affect its long-term development, so how to build a good compensation system, to maximize the enthusiasm and enthusiasm of the staff is the problem that SDLH needs to solve. In this paper, SDLH company marketers as the research object, first of all, the salary level, salary structure and salary satisfaction. Secondly, it constructs the salary evaluation index system, selects the basic salary, the performance salary, the welfare and the employee long-term development four aspects indicators, uses the analytic hierarchy process and the Delphi method to carry on the analysis research to the company marketing personnel salary. It is found that the salary level is on the low side, the salary structure is unreasonable, the business index is too high and the welfare system is not perfect. In view of these problems, the optimization measures such as perfecting the basic salary, adjusting the business index and perfecting the welfare system are put forward. Finally, by improving the performance appraisal, strengthening communication, improving the training mechanism and so on, the new optimization scheme can be guaranteed, so that the optimized salary system can play its incentive role and improve the current situation.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426

【參考文獻(xiàn)】

中國期刊全文數(shù)據(jù)庫 前5條

1 馬俊英;;如何發(fā)揮績效考核對薪酬管理的作用[J];企業(yè)改革與管理;2016年02期

2 王婧;;淺談人力資源薪酬管理中存在的問題及其對策[J];經(jīng)營管理者;2014年28期

3 李碩;逯培兵;馬瑞澤;;加強(qiáng)薪酬管理 讓企業(yè)“薪”平“企”和[J];人力資源管理;2014年08期

4 王玎;;淺析人力資源中的薪酬管理制度[J];才智;2013年13期

5 季洪軍;;淺析國有建筑企業(yè)薪酬管理制度中的問題及對策[J];中國科技信息;2012年08期

中國博士學(xué)位論文全文數(shù)據(jù)庫 前2條

1 王曉文;薪酬管制下國企高管激勵(lì)研究[D];山東大學(xué);2014年

2 方陽春;高新企業(yè)薪酬制度研究[D];浙江大學(xué);2006年

中國碩士學(xué)位論文全文數(shù)據(jù)庫 前2條

1 陳鋒;SZGB公司薪酬體系優(yōu)化設(shè)計(jì)[D];廈門大學(xué);2014年

2 郭富江;衡水老白干銷售人員薪酬模式設(shè)計(jì)研究[D];天津大學(xué);2008年

，

本文編號：1786122