本文關(guān)鍵詞： 物流 銷售人員流失 策略　出處：《蘭州大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著社會(huì)經(jīng)濟(jì)的不斷發(fā)展和科技日新月異的進(jìn)步,物流行業(yè)正逐漸成為支柱性產(chǎn)業(yè),在全球經(jīng)濟(jì)發(fā)展中發(fā)揮了越來越重要的作用。改革開放以來,我國經(jīng)濟(jì)保持高速發(fā)展勢(shì)頭,物流行業(yè)的企業(yè)數(shù)量也隨之急劇增長。另一方面,國內(nèi)物流行業(yè)在快速發(fā)展過程中,人才流失現(xiàn)象十分嚴(yán)重,特別是銷售人員的辭職率居高不下,這無形中增大了企業(yè)人力資源管理成本,對(duì)企業(yè)經(jīng)營效益增長產(chǎn)生了巨大的負(fù)面影響,目前已成為制約物流行業(yè)企業(yè)發(fā)展的重要因素之一。英聯(lián)物流集團(tuán)在人力資源管理過程中,也遇到了員工快速流失的問題,公司銷售人員年辭職率在近四年來(2012-2015年)的均值超過16%。員工流失率高企不僅直接增加了企業(yè)的經(jīng)營成本,也嚴(yán)重限制了公司各項(xiàng)業(yè)務(wù)的健康快速發(fā)展和企業(yè)經(jīng)營效益的提升。另外,員工高流失率還會(huì)對(duì)企業(yè)聲譽(yù)、客戶關(guān)系等造成不良影響,因此,員工高流失率對(duì)企業(yè)來說意味著巨大的損失。本文以擴(kuò)展的莫布雷模型作為理論分析工具,對(duì)英聯(lián)物流集團(tuán)進(jìn)行案例分析,選取公司2012-2015年度銷售人員流失情況作為分析對(duì)象,對(duì)辭職員工的情況進(jìn)行了比較徹底的摸底,在此基礎(chǔ)上對(duì)銷售人員的流失現(xiàn)狀進(jìn)行了調(diào)查分析,并圍繞個(gè)人、組織兩方面因素對(duì)銷售人員流失的原因進(jìn)行了比較深入的挖掘,進(jìn)而得出了績效考核、薪酬制度、職業(yè)規(guī)劃以及員工培訓(xùn)是導(dǎo)致英聯(lián)物流集團(tuán)銷售人員流失的主要原因的結(jié)論。在考慮整個(gè)物流行業(yè)未來的發(fā)展趨勢(shì)及集團(tuán)的實(shí)際情況后,制定了旨在遏制銷售人員高流失的解決對(duì)策。結(jié)合公司業(yè)務(wù)發(fā)展戰(zhàn)略及個(gè)人發(fā)展計(jì)劃,通過制定公司培訓(xùn)計(jì)劃,建立企業(yè)培訓(xùn)體系,加強(qiáng)對(duì)企業(yè)普通員工、銷售管理人員及新員工的培訓(xùn)。實(shí)施年度績效考核,改變?cè)瓉砗唵蔚貙⒃露瓤己睡B加起來的的做法,將績效考核的結(jié)果作為制定薪酬標(biāo)準(zhǔn)的參考依據(jù),充分發(fā)揮激勵(lì)的效用。集團(tuán)還在招聘工作上不斷探索和創(chuàng)新,利用差異化手段構(gòu)建起全新銷售架構(gòu),有效地推動(dòng)了公司銷售人員的梯隊(duì)建設(shè),促進(jìn)個(gè)人與組織健康協(xié)調(diào)的發(fā)展;此外,加強(qiáng)員工的預(yù)警管理,建立一套合理的、有效的預(yù)警系統(tǒng),以此在一定程度上或者范圍內(nèi)降低人才流失給企業(yè)帶來的風(fēng)險(xiǎn)和損失。期望通過這些對(duì)策來根治英聯(lián)物流集團(tuán)銷售人員的高流失問題,為公司保持行業(yè)競(jìng)爭(zhēng)優(yōu)勢(shì)保駕護(hù)航,促進(jìn)集團(tuán)的可持續(xù)發(fā)展。
[Abstract]:With the continuous development of social economy and the rapid progress of science and technology, the logistics industry is gradually becoming a pillar industry and playing a more and more important role in the global economic development. On the other hand, in the rapid development of domestic logistics industry, the phenomenon of brain drain is very serious, especially the high resignation rate of sales personnel. This virtually increases the cost of human resources management, and has a huge negative impact on the growth of business efficiency. At present, it has become one of the important factors restricting the development of logistics enterprises. In the process of human resource management, the British Logistics Group has also encountered the problem of rapid staff turnover. The average annual resignation rate of sales personnel in the past four years has exceeded 16%. The high turnover rate has not only directly increased the operating costs of the company. It also severely limits the healthy and rapid development of the company's various businesses and the improvement of the enterprise's operating efficiency. In addition, the high staff turnover rate will also have a negative impact on the reputation of the enterprise, customer relations, and so on. The high employee turnover rate means a huge loss to the enterprise. This paper takes the extended Mowbray model as the theoretical analysis tool, carries on the case analysis to the British Union Logistics Group, selects the company 2012-2015 sales personnel turnover situation as the analysis object, On the basis of a thorough mapping of the situation of resigned employees, this paper investigates and analyzes the current situation of turnover of sales personnel, and explores the reasons for the loss of sales personnel by focusing on two factors: personal and organizational. Furthermore, the paper draws the conclusion that performance appraisal, salary system, career planning and staff training are the main reasons leading to turnover of sales personnel in British Union Logistics Group. After considering the future development trend of the whole logistics industry and the actual situation of the group, In order to curb the high turnover of sales personnel, we have formulated some countermeasures. Combined with the company's business development strategy and personal development plan, through the formulation of company training plans, the establishment of enterprise training system, strengthen the ordinary employees of enterprises, Training of sales managers and new employees, implementation of annual performance appraisal, changing the original practice of simply superimposing monthly reviews, taking the results of performance appraisal as the reference basis for the formulation of salary standards, The group also explores and innovates continuously in the recruitment work, constructs the brand-new sales structure by using the difference method, effectively promotes the company sales personnel echelon construction, promotes the individual and the organization healthy coordination development; In addition, we should strengthen staff early warning management and establish a reasonable and effective early warning system. In order to reduce the risks and losses brought by the brain drain to enterprises to a certain extent or to a certain extent. It is hoped that these countermeasures can be used to eradicate the problem of high turnover of sales personnel of the British Union Logistics Group and to protect the company from maintaining its competitive advantage in the industry. To promote the sustainable development of the group.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F259.23

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