本文關(guān)鍵詞： 房地產(chǎn)行業(yè) 績效考核 銷售人員激勵 薪酬結(jié)構(gòu) RH公司　出處：《華東理工大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：近年來,隨著國家政策對房地產(chǎn)調(diào)控日益加強(qiáng),房地產(chǎn)行業(yè)面臨著在新形勢下如何生存發(fā)展的巨大挑戰(zhàn)。而房地產(chǎn)開發(fā)企業(yè)所需資金量大,資源占用多,在房地產(chǎn)銷售過程中,銷售人員的水平高低對于樓盤能否順利成交具有顯著影響。但是在環(huán)境發(fā)生重大變化后,很多企業(yè)的績效考核和薪酬制度并沒有相應(yīng)發(fā)生變化,在薪酬激勵方面存在諸多問題。由于薪酬激勵制度的最終目的是讓員工獲得的回報(bào)與其貢獻(xiàn)量成正比。通過合理的薪酬結(jié)構(gòu)設(shè)計(jì),合理分配薪酬中各部分的比例關(guān)系,并通過績效考核來進(jìn)行評價(jià)和付薪,以此來引導(dǎo)員工行為按照績效考核的重要指標(biāo)去努力,進(jìn)而實(shí)現(xiàn)企業(yè)的戰(zhàn)略目標(biāo)。雖然當(dāng)前理論界和實(shí)踐界針對企業(yè)的績效考核與薪酬體系等方面的研究日益重視,并且將它們視為人力資源管理中一個重要內(nèi)容,同時,注重研究績效考核與薪酬體系設(shè)置所具有的激勵功能和對企業(yè)績效具有的作用。但是,在相應(yīng)的研究內(nèi)容上還不是非常深入,專門結(jié)合具體的情境要素,研究并設(shè)計(jì)出對房地產(chǎn)企業(yè)而言具有針對性的、行之有效的方案還不多見。因此,本文以對銷售人員績效考核體系研究作為主題,在對績效管理理論、激勵理論以及薪酬理論等相關(guān)文獻(xiàn)進(jìn)行較全面梳理的基礎(chǔ)上,結(jié)合房地產(chǎn)薪酬設(shè)計(jì)的基本原則、指導(dǎo)思想,薪酬模式與薪酬體系設(shè)計(jì)的影響因素,薪酬設(shè)計(jì)的基本流程,薪酬結(jié)構(gòu)與績效指標(biāo)設(shè)計(jì)等相關(guān)的研究成果,同時,針對RH房地產(chǎn)公司銷售績效考核現(xiàn)狀,剖析績效考核和薪酬結(jié)構(gòu)中存在的主要問題,在此基礎(chǔ)上,本研究對RH公司進(jìn)行了戰(zhàn)略分析、明確公司銷售人員薪酬體系定位依據(jù)和選擇,以及對銷售崗位主要職位的崗位分析與評價(jià),具體提出可供操作實(shí)施的銷售部門的績效指標(biāo)及薪酬考核體系的優(yōu)化方法。其中重點(diǎn)是對銷售部門績效考核內(nèi)容、指標(biāo)與比重、方法與依據(jù)以及薪酬結(jié)構(gòu)與薪酬比例進(jìn)行優(yōu)化設(shè)計(jì)。本研究的開展,是在借鑒績效和薪酬理論的基礎(chǔ)上,針對企業(yè)實(shí)際情況,有針對性的提出了相應(yīng)的績效考核和薪酬體系變革的方案,對于本企業(yè)如何在變化的環(huán)境下,結(jié)合企業(yè)實(shí)際,開展銷售隊(duì)伍的績效考核,以此達(dá)到激勵銷售人員,設(shè)計(jì)了較為全面的問題解決方法,這對于同行企業(yè),也具有一定的借鑒意義。
[Abstract]:In recent years, with the increasing regulation and control of real estate by national policies, the real estate industry is faced with a great challenge of how to survive and develop under the new situation. The real estate development enterprises need a large amount of funds and occupy more resources, and in the process of real estate sales, the real estate industry is faced with a huge challenge of how to survive and develop. The level of sales personnel has a significant impact on the smooth sale of real estate. However, after major changes in the environment, the performance appraisal and compensation systems of many enterprises have not changed accordingly. There are many problems in salary incentive. Because the ultimate goal of salary incentive system is to make the return of employees directly proportional to its contribution. Through the reasonable design of salary structure, the proportion relationship of each part of salary is reasonably distributed. And through the performance appraisal to evaluate and pay, in order to guide employee behavior according to the important indicators of performance appraisal to strive, And then realize the strategic goal of enterprises. Although the current theoretical and practical research on the performance appraisal and compensation system of enterprises has been paid more and more attention, and they are regarded as an important part of human resource management, at the same time, Pay attention to study the incentive function of performance appraisal and salary system setting and the effect on enterprise performance. However, in the corresponding research content is not very deep, specifically combined with specific situational elements, There are few effective schemes for real estate enterprises to study and design. Therefore, this paper takes the performance appraisal system of sales personnel as the theme, and analyzes the theory of performance management. On the basis of combing the relevant literature, such as incentive theory and compensation theory, combining with the basic principles of real estate compensation design, the guiding ideology, the influencing factors of salary model and compensation system design, the basic process of salary design, At the same time, according to the current situation of sales performance appraisal of RH real estate company, the main problems in performance appraisal and compensation structure are analyzed, and on this basis, This research has carried on the strategic analysis to the RH company, defined the company sales personnel compensation system localization basis and the choice, as well as to the sales post main position analysis and the appraisal, The performance index of sales department and the optimization method of salary appraisal system are put forward in detail. The emphasis is on the content, index and proportion of the performance appraisal of sales department. The method and basis as well as the salary structure and the salary proportion carry on the optimization design. The development of this study is based on the performance and salary theory, aiming at the actual situation of the enterprise, This paper puts forward the corresponding performance appraisal and salary system reform plan, how to develop the performance appraisal of the sales team under the changing environment and the actual situation of the enterprise, so as to motivate the sales personnel, A more comprehensive solution to the problem is designed, which has some reference significance for the peer enterprises.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F299.233.4

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本文編號：1539309