SDLH公司营销人员薪酬体系优化研究

发布时间：2018-04-22 07:09

  本文选题：营销人员 + 薪酬体系　； 参考：《山东理工大学》2017年硕士论文

【摘要】：如今,建筑行业产能过剩,如何在这种供大于求的局势下求得生存和发展,是对企业尤其是销售部门的考验。销售人员决定着企业的销售业绩,影响着企业的生存和发展,而营销人员薪酬体系又是影响其业务能力的重要因素。良好的薪酬体系能最大限度的激发员工的潜能,为企业创造更多的经济效益。本文的研究对象SDLH公司营销人员薪酬体系主要包括工资、奖金、津贴和福利,但基本工资占比过低,业务指标过高,福利制度单一不灵活,这些问题不解决会造成人才流失,给公司带来经济损失,影响其长远发展,因此如何构建良好的薪酬体系,最大限度的激发员工的工作热情和积极性是SDLH公司需要解决的问题。本文以SDLH公司营销人员为研究对象,首先对营销人员薪酬水平、薪酬结构和薪酬满意度进行调查。其次构建薪酬评估指标体系,选取基本工资、绩效工资、福利和员工长期发展四个方面指标,运用层次分析法和德尔菲法对该公司营销人员薪酬进行分析研究,发现其存在薪酬水平偏低、薪酬结构不合理、业务指标过高及福利制度不完善等问题,针对这些问题,提出完善基本工资,调整业务指标和完善福利制度等优化措施。最后通过完善绩效考核、加强沟通、健全培训机制等为新的优化方案提供保障,使优化后的薪酬体系能发挥其激励作用、改善现状。
[Abstract]:Nowadays, the construction industry overcapacity, how to survive and develop in this situation of oversupply, is a test for enterprises, especially the sales department. Sales personnel determine the sales performance of enterprises, affect the survival and development of enterprises, and the salary system of marketing personnel is an important factor affecting their business ability. A good salary system can maximize the potential of staff and create more economic benefits for enterprises. The research object of this paper is the salary system of marketing personnel of SDLH Company, which mainly includes salary, bonus, allowance and welfare, but the proportion of basic salary is too low, the business index is too high, and the welfare system is not flexible, these problems will lead to the brain drain. Bring economic loss to the company, affect its long-term development, so how to build a good compensation system, to maximize the enthusiasm and enthusiasm of the staff is the problem that SDLH needs to solve. In this paper, SDLH company marketers as the research object, first of all, the salary level, salary structure and salary satisfaction. Secondly, it constructs the salary evaluation index system, selects the basic salary, the performance salary, the welfare and the employee long-term development four aspects indicators, uses the analytic hierarchy process and the Delphi method to carry on the analysis research to the company marketing personnel salary. It is found that the salary level is on the low side, the salary structure is unreasonable, the business index is too high and the welfare system is not perfect. In view of these problems, the optimization measures such as perfecting the basic salary, adjusting the business index and perfecting the welfare system are put forward. Finally, by improving the performance appraisal, strengthening communication, improving the training mechanism and so on, the new optimization scheme can be guaranteed, so that the optimized salary system can play its incentive role and improve the current situation.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426

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