【摘要】：人力資源作為競(jìng)爭(zhēng)力的源泉，在知識(shí)經(jīng)濟(jì)時(shí)代發(fā)揮著越來(lái)越重要的作用，企業(yè)的競(jìng)爭(zhēng)就是人才的競(jìng)爭(zhēng)。如何吸引人才，激勵(lì)人才，留住人才，，是企業(yè)管理中永恒的課題。對(duì)外建立具有競(jìng)爭(zhēng)性、對(duì)內(nèi)具有公正性的薪酬管理體系，更是市場(chǎng)經(jīng)濟(jì)體制下的企業(yè)管理者直面的難題。湖南雙金置業(yè)有限公司成立于2007年，隨著企業(yè)的快速發(fā)展，人力資源方面的問(wèn)題和矛盾越來(lái)越突出，尤其是薪酬體系已經(jīng)不能適應(yīng)企業(yè)的快速成長(zhǎng)，成為銷售業(yè)務(wù)規(guī)模擴(kuò)大的瓶頸。 本文以雙金置業(yè)公司為樣本，運(yùn)用問(wèn)卷調(diào)查法、深度訪談法、文獻(xiàn)研究等科學(xué)營(yíng)銷人員薪酬管理體系現(xiàn)狀，通過(guò)問(wèn)卷調(diào)查和訪談對(duì)公司內(nèi)部員工進(jìn)行薪酬滿意度調(diào)查，診斷出目前雙金置業(yè)公司營(yíng)銷人員薪酬制度存在的問(wèn)題；然后，遵循薪酬制度設(shè)計(jì)思路，在對(duì)雙金置業(yè)公司現(xiàn)有薪酬制度全面診斷的基礎(chǔ)上，結(jié)合外部薪酬情況，從內(nèi)部公平性、外部公平性和自身公平性考慮，制訂出雙金置業(yè)公司薪酬制度優(yōu)化的詳細(xì)策略；最后，對(duì)雙金置業(yè)公司營(yíng)銷人員薪酬優(yōu)化體系的實(shí)施保障提出了應(yīng)對(duì)方案。 本文的研究，是將理論界對(duì)房地產(chǎn)行業(yè)薪酬管理研究成果的一次應(yīng)用研究，研究的成果可以作為檢驗(yàn)相關(guān)理論成果的一個(gè)參考標(biāo)準(zhǔn)，具有一定的理論價(jià)值。同時(shí)文章對(duì)雙金置業(yè)公司營(yíng)銷人員的薪酬制度開(kāi)展研究，是從市場(chǎng)經(jīng)濟(jì)角度對(duì)房地產(chǎn)行業(yè)薪酬制度的一次考量，所取得的研究成果不僅可以作為雙金置業(yè)公司管理優(yōu)化的參考方案，同時(shí)，也對(duì)類似中小房地產(chǎn)公司的薪酬管理具有借鑒價(jià)值，具有一定的實(shí)踐意義。
[Abstract]:As the source of competitiveness, human resources play a more and more important role in the era of knowledge economy. The competition of enterprises is the competition of talents. How to attract, motivate and retain talents is an eternal task in enterprise management. To set up a competitive and fair salary management system is a difficult problem for the managers in the market economy. Hunan Shuangjin Real Estate Co., Ltd. was established in 2007. With the rapid development of enterprises, the problems and contradictions in human resources have become more and more prominent, especially the compensation system has been unable to adapt to the rapid growth of enterprises. Become the bottleneck of the expansion of sales business. This paper takes Shuangjin Real Estate Company as a sample, applies questionnaire method, in-depth interview method, literature research and other scientific marketing personnel compensation management system status quo, through questionnaires and interviews to the company's internal employees pay satisfaction survey. Then, according to the design idea of compensation system, on the basis of the comprehensive diagnosis of the existing compensation system of Shuangjin Real Estate Company, combined with the external compensation situation, the paper makes a diagnosis of the problems existing in the current compensation system of Shuangjin Real Estate Company. From the perspective of internal fairness, external fairness and self-fairness, the detailed strategy of compensation system optimization of Shuangjin Real Estate Company is worked out. Finally, the solution to the implementation of the compensation optimization system for the marketing staff of Shuangjin property Company is put forward. The research in this paper is an applied research on the research results of real estate industry salary management. The research results can be used as a reference standard to test the relevant theoretical results, which has a certain theoretical value. At the same time, the article carries out a study on the compensation system of the marketers of Shuangjin Real Estate Company, which is a consideration of the compensation system of the real estate industry from the perspective of the market economy. The research results not only can be used as a reference scheme for the management optimization of Shuangjin Real Estate Company, but also have some practical significance for the salary management of small and medium-sized real estate companies.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F299.233.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 李寶元;;現(xiàn)代組織薪酬管理演化的歷史脈絡(luò)及前沿走勢(shì)——基于歷史與邏輯相統(tǒng)一的文獻(xiàn)梳理及理論透視[J];財(cái)經(jīng)問(wèn)題研究;2012年07期

2 李金彪;;探討經(jīng)營(yíng)管理中員工的激勵(lì)策略[J];硅谷;2011年02期

3 郭春林;;當(dāng)前中小企業(yè)激勵(lì)機(jī)制現(xiàn)狀及對(duì)策[J];大眾科技;2012年12期

4 孫佟杰;;戰(zhàn)略性薪酬管理體系在企業(yè)管理中的具體設(shè)計(jì)和效用[J];中國(guó)管理信息化;2013年04期

5 張小宙;;全面薪酬管理在企業(yè)中的應(yīng)用[J];北方經(jīng)濟(jì);2012年24期

6 黃祥春;;充分發(fā)揮薪酬的激勵(lì)機(jī)制之作用[J];阜陽(yáng)師范學(xué)院學(xué)報(bào)(社會(huì)科學(xué)版);2009年02期

7 楊喜忠;;如何使獎(jiǎng)金發(fā)揮激勵(lì)作用[J];發(fā)展;2012年05期

8 郝沁慧;;核心員工的非經(jīng)濟(jì)性激勵(lì)探討[J];黑河學(xué)刊;2009年03期

9 袁樂(lè)平;趙立夫;;銷售人員薪酬模式的激勵(lì)功能分析[J];湖南醫(yī)科大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2008年03期

10 朱傳偉;;實(shí)施全面薪酬戰(zhàn)略留住并激勵(lì)企業(yè)員工[J];商業(yè)經(jīng)濟(jì);2009年04期

本文編號(hào)：2220722