吉林联通客户接触面薪酬体系的改革与实施

发布时间：2018-03-20 23:56

本文选题：客户接触面　切入点：薪酬体系　出处：《南京邮电大学》2013年硕士论文　论文类型：学位论文

【摘要】：当今通信行业市场竞争激烈,企业面临着扩大收入规模和实现营业利润的双重压力,企业竞争取胜的关键取决于人的因素。企业中客户接触面人员,直接面向最终客户接触,从事一线营销工作,是通信用户拓展的关键和保证。如何引导有能力的员工投身一线客户接触面开展工作,激发其自身的积极性与主动性,使之更好的完成工作是吉林联通公司人力资源管理的核心任务,贯穿这些核心任务的一条主线就是企业的薪酬体系设计问题。如何设计和建立有效的薪酬体系,并将薪酬体系与企业战略结合,能使薪酬成为公司的一种激励因素,成为吉林联通公司人力资源管理中必须要解决的问题。因此,研究吉林省联合网络通信有限公司客户接触面人员薪酬设计和实施问题,具有实际意义。本文在对国内外主要的薪酬理论和项目管理理论介绍的基础上,将吉林联通公司客户接触面人员薪酬的改革与实施工作,视为一个项目,从项目管理的视角,将该工作划分为若干个阶段。在薪酬体系改革需求分析阶段,分析了现有的薪酬方案的现状和主要问题,提出进行薪酬系统优化设计的明确需求。在薪酬体系更新阶段,结合吉林联通公司的实际情况,提出了以适合该公司的以岗位为基础,兼顾管理要求和用户发展质量因素的混合方案；重点调整了薪酬结构中固定薪水和可变薪水的占比,根据市场营销管理需要将可变薪水即提成部分分解为达能提成、增收提成和业务发展提成并进行重点测算和细化,制定了科学合理的KPI考核项目和使用方法最终形成新的薪酬体系方案。在实施阶段,采取了前期试点、重点宣贯、下基层、回头看、阶段执行、系统固化等多项执行保障措施,力求薪酬体系政策准确执行并获得良好的效果。论文研究为吉林联通对客户接触面人员的有效激励,提供了依据。
[Abstract]:Nowadays, the market competition in the communication industry is fierce, and the enterprises are faced with the double pressure of expanding the income scale and realizing the operating profit. The key to win the enterprise competition depends on the human factors. Engaging in front-line marketing work is the key and guarantee of communication user development. How to guide the competent employees to join in the front-line customer contact work and stimulate their own enthusiasm and initiative, The core task of Jilin Unicom's human resources management is to make it complete better. One of the main lines running through these core tasks is the design of the compensation system of the enterprise, how to design and establish an effective compensation system, The combination of compensation system and enterprise strategy can make compensation become an incentive factor of the company and become a problem that must be solved in the human resource management of Jilin Unicom Company. It is of practical significance to study the design and implementation of compensation for contact personnel of Jilin United Network Communication Co., Ltd. Based on the introduction of the main salary theories and project management theories at home and abroad, this paper regards the reform and implementation of the compensation of Jilin Unicom's customer contact personnel as a project, from the perspective of project management. This work is divided into several stages. In the stage of demand analysis of salary system reform, this paper analyzes the current situation and main problems of the current salary scheme, and puts forward a clear demand for the optimal design of the compensation system. According to the actual situation of Jilin Unicom Company, this paper puts forward a mixed scheme, which is based on the position and takes into account the management requirements and the user development quality factors, and adjusts the proportion of fixed salary and variable salary in the salary structure. According to the needs of marketing management, the variable salary, that is, the percentage of commission, is decomposed into Danone's commission, the percentage of income and business development is increased, and the key points are calculated and refined. Has formulated scientific and reasonable KPI appraisal project and the use method finally forms the new salary system plan. In the implementation stage, has adopted the early stage pilot, the key publicity, the lower basic level, looks back, the stage execution, the system solidification and so on many execution safeguard measures. The thesis provides the basis for Jilin Unicom's effective incentive to the customer contact personnel.
【学位授予单位】：南京邮电大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F626

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