本文選題：銷售人員 + 流失率�。� 參考：《華東理工大學(xué)》2013年碩士論文

【摘要】：銷售人員的流失率居高不下給醫(yī)藥企業(yè)帶來巨大壓力。如何留住人才、激勵(lì)人才成為醫(yī)藥企業(yè)人力資源管理的核心內(nèi)容。本文通過對(duì)B制藥公司銷售人員流失問題的研究,提出醫(yī)藥企業(yè)控制銷售人員流失率的對(duì)策,從而對(duì)其他企業(yè)起到借鑒作用。 本文分析了醫(yī)藥行業(yè)及銷售人員的現(xiàn)狀,通過對(duì)銷售人員的訪談和問卷調(diào)查的分析,從公司層面、銷售人員個(gè)人層面、社會(huì)層面針對(duì)銷售人員流失產(chǎn)生主要影響的因素,并分析了公司在銷售人員招聘、培訓(xùn)以及激勵(lì)機(jī)制中存在的問題。結(jié)合相關(guān)的激勵(lì)理論,對(duì)B制藥公司銷售人員的招聘、培訓(xùn)、有效的激勵(lì)機(jī)制的建立和銷售人員的職業(yè)生涯規(guī)劃等方面提出了建議,對(duì)提高銷售人員對(duì)公司的忠誠(chéng)度和滿意度具有一定的指導(dǎo)意義。針對(duì)B制藥公司薪酬管理和績(jī)效考核存在的問題,建議B制藥公司通過銷售提成率把薪酬和績(jī)效考核的結(jié)果結(jié)合起來的方法,起到薪酬公平、激勵(lì)的作用。根據(jù)B制藥公司的現(xiàn)狀,通過綜合分析,制定比較合理的績(jī)效指標(biāo),解決現(xiàn)在績(jī)效指標(biāo)單一,不能公平考核銷售人員的問題,減少銷售人員流失的可能性。同時(shí)設(shè)定基于人才流失的預(yù)警指標(biāo),建立人才流失的預(yù)警機(jī)制,加強(qiáng)對(duì)員工流失規(guī)章管理。 通過本文,可以了解到管理銷售人員可能遇到的一些常見問題,以及相關(guān)的一些解決方法,同時(shí)也可以了解一些銷售管理的實(shí)際技能,具有一定的現(xiàn)實(shí)意義。
[Abstract]:The high turnover rate of sales staff brings great pressure to pharmaceutical enterprises. How to retain talents and motivate them is the core of human resource management in pharmaceutical enterprises. Based on the study of the loss of sales staff in pharmaceutical company B, this paper puts forward the countermeasures to control the turnover rate of sales personnel in pharmaceutical enterprises, which can serve as a reference for other enterprises. This paper analyzes the current situation of the pharmaceutical industry and sales personnel, through the interview of sales personnel and questionnaire analysis, from the company level, sales personnel personal level, the social level of the main factors affecting the turnover of sales personnel, It also analyzes the problems existing in the recruitment, training and incentive mechanism of sales personnel. Combined with the relevant incentive theory, this paper puts forward some suggestions on the recruitment, training, establishment of effective incentive mechanism and career planning of sales personnel in B Pharmaceutical Company. To improve the loyalty and satisfaction of sales personnel to the company has certain guiding significance. In view of the problems existing in the compensation management and performance appraisal of B pharmaceutical company, it is suggested that B pharmaceutical company combine the compensation with the result of performance appraisal through the sales commission rate to play the role of compensation fairness and incentive. According to the present situation of B pharmaceutical company, through comprehensive analysis, we can make more reasonable performance index, solve the problem that the performance index is single, can not evaluate the sales staff fairly, and reduce the possibility of the loss of sales personnel. At the same time, it sets up the early warning index based on the brain drain, establishes the early warning mechanism of the brain drain, and strengthens the regulation management of the staff turnover. Through this article, we can understand some common problems that management salespeople may encounter, and some related solutions, but also can understand some practical skills of sales management, which has certain practical significance.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.72

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