本文選題：客戶接觸面　切入點(diǎn)：薪酬體系　出處：《南京郵電大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：當(dāng)今通信行業(yè)市場競爭激烈,企業(yè)面臨著擴(kuò)大收入規(guī)模和實(shí)現(xiàn)營業(yè)利潤的雙重壓力,企業(yè)競爭取勝的關(guān)鍵取決于人的因素。企業(yè)中客戶接觸面人員,直接面向最終客戶接觸,從事一線營銷工作,是通信用戶拓展的關(guān)鍵和保證。如何引導(dǎo)有能力的員工投身一線客戶接觸面開展工作,激發(fā)其自身的積極性與主動(dòng)性,使之更好的完成工作是吉林聯(lián)通公司人力資源管理的核心任務(wù),貫穿這些核心任務(wù)的一條主線就是企業(yè)的薪酬體系設(shè)計(jì)問題。如何設(shè)計(jì)和建立有效的薪酬體系,并將薪酬體系與企業(yè)戰(zhàn)略結(jié)合,能使薪酬成為公司的一種激勵(lì)因素,成為吉林聯(lián)通公司人力資源管理中必須要解決的問題。因此,研究吉林省聯(lián)合網(wǎng)絡(luò)通信有限公司客戶接觸面人員薪酬設(shè)計(jì)和實(shí)施問題,具有實(shí)際意義。 本文在對(duì)國內(nèi)外主要的薪酬理論和項(xiàng)目管理理論介紹的基礎(chǔ)上,將吉林聯(lián)通公司客戶接觸面人員薪酬的改革與實(shí)施工作,視為一個(gè)項(xiàng)目,從項(xiàng)目管理的視角,將該工作劃分為若干個(gè)階段。在薪酬體系改革需求分析階段,分析了現(xiàn)有的薪酬方案的現(xiàn)狀和主要問題,提出進(jìn)行薪酬系統(tǒng)優(yōu)化設(shè)計(jì)的明確需求。在薪酬體系更新階段,結(jié)合吉林聯(lián)通公司的實(shí)際情況,提出了以適合該公司的以崗位為基礎(chǔ),兼顧管理要求和用戶發(fā)展質(zhì)量因素的混合方案；重點(diǎn)調(diào)整了薪酬結(jié)構(gòu)中固定薪水和可變薪水的占比,根據(jù)市場營銷管理需要將可變薪水即提成部分分解為達(dá)能提成、增收提成和業(yè)務(wù)發(fā)展提成并進(jìn)行重點(diǎn)測算和細(xì)化,制定了科學(xué)合理的KPI考核項(xiàng)目和使用方法最終形成新的薪酬體系方案。在實(shí)施階段,采取了前期試點(diǎn)、重點(diǎn)宣貫、下基層、回頭看、階段執(zhí)行、系統(tǒng)固化等多項(xiàng)執(zhí)行保障措施,力求薪酬體系政策準(zhǔn)確執(zhí)行并獲得良好的效果。論文研究為吉林聯(lián)通對(duì)客戶接觸面人員的有效激勵(lì),提供了依據(jù)。
[Abstract]:Nowadays, the market competition in the communication industry is fierce, and the enterprises are faced with the double pressure of expanding the income scale and realizing the operating profit. The key to win the enterprise competition depends on the human factors. Engaging in front-line marketing work is the key and guarantee of communication user development. How to guide the competent employees to join in the front-line customer contact work and stimulate their own enthusiasm and initiative, The core task of Jilin Unicom's human resources management is to make it complete better. One of the main lines running through these core tasks is the design of the compensation system of the enterprise, how to design and establish an effective compensation system, The combination of compensation system and enterprise strategy can make compensation become an incentive factor of the company and become a problem that must be solved in the human resource management of Jilin Unicom Company. It is of practical significance to study the design and implementation of compensation for contact personnel of Jilin United Network Communication Co., Ltd. Based on the introduction of the main salary theories and project management theories at home and abroad, this paper regards the reform and implementation of the compensation of Jilin Unicom's customer contact personnel as a project, from the perspective of project management. This work is divided into several stages. In the stage of demand analysis of salary system reform, this paper analyzes the current situation and main problems of the current salary scheme, and puts forward a clear demand for the optimal design of the compensation system. According to the actual situation of Jilin Unicom Company, this paper puts forward a mixed scheme, which is based on the position and takes into account the management requirements and the user development quality factors, and adjusts the proportion of fixed salary and variable salary in the salary structure. According to the needs of marketing management, the variable salary, that is, the percentage of commission, is decomposed into Danone's commission, the percentage of income and business development is increased, and the key points are calculated and refined. Has formulated scientific and reasonable KPI appraisal project and the use method finally forms the new salary system plan. In the implementation stage, has adopted the early stage pilot, the key publicity, the lower basic level, looks back, the stage execution, the system solidification and so on many execution safeguard measures. The thesis provides the basis for Jilin Unicom's effective incentive to the customer contact personnel.
【學(xué)位授予單位】：南京郵電大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F626

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