JS公司营销人员薪酬体系优化方案及实施对策研究

发布时间：2018-06-02 01:30

本文选题：JS公司 + 营销人员　；参考：《扬州大学》2017年硕士论文

【摘要】：房地产企业是我国房地产行业的重要组成部分,其生存与发展直接关系着国计民生。而从目前我国房地产企业的整体情况来看,薪酬管理体系落后的问题普遍存在。薪酬作为收入分配和人力资源管理的核心问题之一,是企业员工内在最有动力的驱动力,直接影响我国房地产企业的竞争力。营销人员作为企业与客户之间联系的纽带,其对企业薪酬满意度越高,客户满意度随之提高。但是,国内对于房地产企业营销人员薪酬管理方面的研究有所欠缺。本文以JS公司为研究对象,运用问卷调查的方式对JS公司营销人员薪酬体系进行调查分析。根据调查问卷的结果,分别从经济性和非经济性薪酬满意度、薪酬体系公平性、科学性、激励性、绩效考核、薪酬体系执行与管理、公司发展与员工薪酬关系这几个层面对调查结果进行深入分析,从而发现JS公司营销人员薪酬体系存在五个方面的问题:一是营销人员变动性收入大幅下降;二是营销提成比例下降且佣金发放不到位;三是行业从业人员的薪酬水平不断提高带来压力;四是人员流动频繁;五是薪酬制度缺乏吸引力。探求问题形成的原因,发现主要来自于三个方面的因素影响JS公司营销人员对薪酬体系的评价:薪酬结构水平不合理、薪酬决定依据不科学、薪酬体系没有与绩效考核挂钩。依据上述分析,本文提出了优化方案和具体的实施对策,即制定可行的薪酬制度、建立有效的沟通渠道、积极推进全面薪酬管理、做好薪酬体系的持续更新、完善薪酬设计体系、建立可量化的绩效考核制度。
[Abstract]:Real estate enterprise is an important part of real estate industry in our country, and its existence and development are directly related to the national economy and people's livelihood. However, from the overall situation of real estate enterprises in our country, the problem of backward salary management system generally exists. As one of the core issues of income distribution and human resource management, salary is the most dynamic driving force of employees, which directly affects the competitiveness of Chinese real estate enterprises. As the link between the enterprise and the customer, the higher the satisfaction degree of the enterprise is, the higher the customer satisfaction degree is. However, domestic research on real estate marketing personnel compensation management is deficient. In this paper, JS company as the research object, using questionnaire survey to JS company marketing personnel compensation system investigation and analysis. According to the results of the questionnaire, from the economic and non-economic compensation satisfaction, compensation system fairness, scientific, incentive, performance evaluation, compensation system implementation and management, The relationship between the development of the company and the compensation of the employees is analyzed in depth to find out that there are five problems in the compensation system of the marketing staff of JS company: first, the variable income of the marketing personnel drops sharply; Second, the proportion of marketing commission is reduced and the commission is not in place; third, the industry employees pay level of increasing pressure; fourth, the frequent turnover of staff; fifth, the lack of attractive pay system. To explore the causes of the problem, it is found that three factors mainly affect the evaluation of JS company's salary system: the salary structure level is unreasonable, the compensation decision basis is not scientific, and the compensation system is not linked to the performance appraisal. Based on the above analysis, this paper puts forward the optimization scheme and specific implementation countermeasures, that is, to formulate a feasible compensation system, establish effective communication channels, actively promote the overall salary management, and do a good job in the continuous updating of the compensation system. Perfect salary design system and establish quantifiable performance appraisal system.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4

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