英联物流集团销售人员流失防范策略研究

发布时间：2018-02-25 23:29

本文关键词： 物流销售人员流失策略　出处：《兰州大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着社会经济的不断发展和科技日新月异的进步,物流行业正逐渐成为支柱性产业,在全球经济发展中发挥了越来越重要的作用。改革开放以来,我国经济保持高速发展势头,物流行业的企业数量也随之急剧增长。另一方面,国内物流行业在快速发展过程中,人才流失现象十分严重,特别是销售人员的辞职率居高不下,这无形中增大了企业人力资源管理成本,对企业经营效益增长产生了巨大的负面影响,目前已成为制约物流行业企业发展的重要因素之一。英联物流集团在人力资源管理过程中,也遇到了员工快速流失的问题,公司销售人员年辞职率在近四年来(2012-2015年)的均值超过16%。员工流失率高企不仅直接增加了企业的经营成本,也严重限制了公司各项业务的健康快速发展和企业经营效益的提升。另外,员工高流失率还会对企业声誉、客户关系等造成不良影响,因此,员工高流失率对企业来说意味着巨大的损失。本文以扩展的莫布雷模型作为理论分析工具,对英联物流集团进行案例分析,选取公司2012-2015年度销售人员流失情况作为分析对象,对辞职员工的情况进行了比较彻底的摸底,在此基础上对销售人员的流失现状进行了调查分析,并围绕个人、组织两方面因素对销售人员流失的原因进行了比较深入的挖掘,进而得出了绩效考核、薪酬制度、职业规划以及员工培训是导致英联物流集团销售人员流失的主要原因的结论。在考虑整个物流行业未来的发展趋势及集团的实际情况后,制定了旨在遏制销售人员高流失的解决对策。结合公司业务发展战略及个人发展计划,通过制定公司培训计划,建立企业培训体系,加强对企业普通员工、销售管理人员及新员工的培训。实施年度绩效考核,改变原来简单地将月度考核叠加起来的的做法,将绩效考核的结果作为制定薪酬标准的参考依据,充分发挥激励的效用。集团还在招聘工作上不断探索和创新,利用差异化手段构建起全新销售架构,有效地推动了公司销售人员的梯队建设,促进个人与组织健康协调的发展;此外,加强员工的预警管理,建立一套合理的、有效的预警系统,以此在一定程度上或者范围内降低人才流失给企业带来的风险和损失。期望通过这些对策来根治英联物流集团销售人员的高流失问题,为公司保持行业竞争优势保驾护航,促进集团的可持续发展。
[Abstract]:With the continuous development of social economy and the rapid progress of science and technology, the logistics industry is gradually becoming a pillar industry and playing a more and more important role in the global economic development. On the other hand, in the rapid development of domestic logistics industry, the phenomenon of brain drain is very serious, especially the high resignation rate of sales personnel. This virtually increases the cost of human resources management, and has a huge negative impact on the growth of business efficiency. At present, it has become one of the important factors restricting the development of logistics enterprises. In the process of human resource management, the British Logistics Group has also encountered the problem of rapid staff turnover. The average annual resignation rate of sales personnel in the past four years has exceeded 16%. The high turnover rate has not only directly increased the operating costs of the company. It also severely limits the healthy and rapid development of the company's various businesses and the improvement of the enterprise's operating efficiency. In addition, the high staff turnover rate will also have a negative impact on the reputation of the enterprise, customer relations, and so on. The high employee turnover rate means a huge loss to the enterprise. This paper takes the extended Mowbray model as the theoretical analysis tool, carries on the case analysis to the British Union Logistics Group, selects the company 2012-2015 sales personnel turnover situation as the analysis object, On the basis of a thorough mapping of the situation of resigned employees, this paper investigates and analyzes the current situation of turnover of sales personnel, and explores the reasons for the loss of sales personnel by focusing on two factors: personal and organizational. Furthermore, the paper draws the conclusion that performance appraisal, salary system, career planning and staff training are the main reasons leading to turnover of sales personnel in British Union Logistics Group. After considering the future development trend of the whole logistics industry and the actual situation of the group, In order to curb the high turnover of sales personnel, we have formulated some countermeasures. Combined with the company's business development strategy and personal development plan, through the formulation of company training plans, the establishment of enterprise training system, strengthen the ordinary employees of enterprises, Training of sales managers and new employees, implementation of annual performance appraisal, changing the original practice of simply superimposing monthly reviews, taking the results of performance appraisal as the reference basis for the formulation of salary standards, The group also explores and innovates continuously in the recruitment work, constructs the brand-new sales structure by using the difference method, effectively promotes the company sales personnel echelon construction, promotes the individual and the organization healthy coordination development; In addition, we should strengthen staff early warning management and establish a reasonable and effective early warning system. In order to reduce the risks and losses brought by the brain drain to enterprises to a certain extent or to a certain extent. It is hoped that these countermeasures can be used to eradicate the problem of high turnover of sales personnel of the British Union Logistics Group and to protect the company from maintaining its competitive advantage in the industry. To promote the sustainable development of the group.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F259.23

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