本文關(guān)鍵詞：S支付公司營(yíng)銷人員薪酬方案優(yōu)化研究　出處：《蘇州大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 薪酬管理 營(yíng)銷人員薪酬 第三方支付

【摘要】：薪酬管理是人力資源管理的重要組成部分，其是否科學(xué)合理會(huì)直接影響人力資源管理的效果。薪酬管理的目標(biāo)是激勵(lì)員工,是與企業(yè)戰(zhàn)略緊密相連的管理要素,對(duì)實(shí)現(xiàn)公司戰(zhàn)略目標(biāo)具有非常重要的作用。營(yíng)銷人員為企業(yè)帶來(lái)營(yíng)業(yè)收入，是企業(yè)發(fā)展的重要力量和獲得競(jìng)爭(zhēng)優(yōu)勢(shì)的關(guān)鍵。營(yíng)銷人員的薪酬制度是企業(yè)競(jìng)爭(zhēng)力的重要組成部分，直接影響營(yíng)銷人員的素質(zhì)和營(yíng)銷能力�？茖W(xué)合理的薪酬方案有利于營(yíng)銷人才隊(duì)伍的建設(shè)，能夠幫助公司吸引、保留優(yōu)秀人才，不斷激發(fā)他們工作的積極性、主動(dòng)性和創(chuàng)造性，對(duì)滿足企業(yè)戰(zhàn)略需求具有非常重要的現(xiàn)實(shí)意義。 本文我們討論的薪酬不僅僅是工資、傭金和獎(jiǎng)金，還包括了培訓(xùn)、晉升和發(fā)展機(jī)會(huì)在內(nèi)的全面薪酬的理念。通過(guò)對(duì)S支付公司部分營(yíng)銷人員的訪談?wù){(diào)查，我們發(fā)現(xiàn)目前營(yíng)銷人員對(duì)于S支付公司（以下簡(jiǎn)稱S公司）的薪酬方案大都不滿意，，主要原因是缺乏長(zhǎng)期性、公平性和激勵(lì)性。因此,對(duì)于當(dāng)前的S公司，為了遏制高離職率，有必要對(duì)現(xiàn)有的薪酬方案進(jìn)行優(yōu)化改進(jìn)，使薪酬更具激勵(lì)性。本文在闡述了S公司營(yíng)銷人員薪酬方案研究的背景、目的及意義的基礎(chǔ)上，對(duì)S公司薪酬現(xiàn)狀進(jìn)行分析，提出S公司營(yíng)銷人員薪酬制度改進(jìn)的方法和內(nèi)容。本論文綜合運(yùn)用訪談法、文獻(xiàn)分析法、實(shí)地調(diào)查法、觀察法等研究方法，透析S公司營(yíng)銷人員薪酬方案，提出一套適用于S公司實(shí)際情況的、具有較強(qiáng)操作性的薪酬方案。并結(jié)合S公司現(xiàn)有資源和競(jìng)爭(zhēng)戰(zhàn)略，按照現(xiàn)代薪酬設(shè)計(jì)理念和方法，將薪酬管理的經(jīng)典理論運(yùn)用于具體實(shí)踐，對(duì)S公司營(yíng)銷人員的薪酬方案進(jìn)行優(yōu)化改進(jìn)，期望本論文的研究成果能為其他第三方支付企業(yè)營(yíng)銷人員的薪酬設(shè)計(jì)提供參考。
[Abstract]:Compensation management is an important part of human resources management, whether it is scientific or reasonable will directly affect the effect of human resources management. The goal of compensation management is to encourage employees, is closely linked with enterprise strategy management elements. It is very important to realize the strategic goal of the company. The marketing personnel bring the business income to the enterprise. It is the important force of enterprise development and the key to obtain competitive advantage. The salary system of marketing personnel is an important part of enterprise competitiveness. Scientific and reasonable salary plan is conducive to the construction of marketing talent team, can help the company attract, retain outstanding talents, and constantly stimulate their enthusiasm to work. Initiative and creativity, to meet the strategic needs of enterprises have a very important practical significance. In this article, we discuss not only salary, commission and bonus, but also the concept of full compensation, including training, promotion and development opportunities. We found that the current marketing personnel for S payment company (hereinafter referred to as "S company") of the compensation package are not satisfied, the main reason is lack of long-term, fairness and incentive. Therefore, for the current S company. In order to curb the high turnover rate, it is necessary to optimize and improve the existing salary scheme to make the compensation more incentive. This paper expounds the background, purpose and significance of the research on the salary scheme of marketing personnel in S Company. The present situation of S company compensation is analyzed, and the methods and contents of the improvement of S company marketing personnel compensation system are put forward. In this paper, the comprehensive use of interview method, literature analysis method, field investigation method, observation method and other research methods. This paper analyzes the salary scheme of marketing personnel in S Company, and puts forward a set of salary scheme with strong operability, which is suitable for the actual situation of S Company, and combines with the existing resources and competitive strategy of S Company. According to the concept and method of modern salary design, the classical theory of salary management is applied to the concrete practice to optimize and improve the salary scheme of marketing personnel in S Company. It is expected that the research results of this paper can be used as reference for the compensation design of other third-party paid enterprise marketers.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F832.39;F272.92

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