RH房地产公司销售人员绩效考核及薪酬激励体系研究

发布时间：2018-02-26 19:12

本文关键词： 房地产行业绩效考核销售人员激励薪酬结构 RH公司　出处：《华东理工大学》2015年硕士论文　论文类型：学位论文

【摘要】：近年来,随着国家政策对房地产调控日益加强,房地产行业面临着在新形势下如何生存发展的巨大挑战。而房地产开发企业所需资金量大,资源占用多,在房地产销售过程中,销售人员的水平高低对于楼盘能否顺利成交具有显著影响。但是在环境发生重大变化后,很多企业的绩效考核和薪酬制度并没有相应发生变化,在薪酬激励方面存在诸多问题。由于薪酬激励制度的最终目的是让员工获得的回报与其贡献量成正比。通过合理的薪酬结构设计,合理分配薪酬中各部分的比例关系,并通过绩效考核来进行评价和付薪,以此来引导员工行为按照绩效考核的重要指标去努力,进而实现企业的战略目标。虽然当前理论界和实践界针对企业的绩效考核与薪酬体系等方面的研究日益重视,并且将它们视为人力资源管理中一个重要内容,同时,注重研究绩效考核与薪酬体系设置所具有的激励功能和对企业绩效具有的作用。但是,在相应的研究内容上还不是非常深入,专门结合具体的情境要素,研究并设计出对房地产企业而言具有针对性的、行之有效的方案还不多见。因此,本文以对销售人员绩效考核体系研究作为主题,在对绩效管理理论、激励理论以及薪酬理论等相关文献进行较全面梳理的基础上,结合房地产薪酬设计的基本原则、指导思想,薪酬模式与薪酬体系设计的影响因素,薪酬设计的基本流程,薪酬结构与绩效指标设计等相关的研究成果,同时,针对RH房地产公司销售绩效考核现状,剖析绩效考核和薪酬结构中存在的主要问题,在此基础上,本研究对RH公司进行了战略分析、明确公司销售人员薪酬体系定位依据和选择,以及对销售岗位主要职位的岗位分析与评价,具体提出可供操作实施的销售部门的绩效指标及薪酬考核体系的优化方法。其中重点是对销售部门绩效考核内容、指标与比重、方法与依据以及薪酬结构与薪酬比例进行优化设计。本研究的开展,是在借鉴绩效和薪酬理论的基础上,针对企业实际情况,有针对性的提出了相应的绩效考核和薪酬体系变革的方案,对于本企业如何在变化的环境下,结合企业实际,开展销售队伍的绩效考核,以此达到激励销售人员,设计了较为全面的问题解决方法,这对于同行企业,也具有一定的借鉴意义。
[Abstract]:In recent years, with the increasing regulation and control of real estate by national policies, the real estate industry is faced with a great challenge of how to survive and develop under the new situation. The real estate development enterprises need a large amount of funds and occupy more resources, and in the process of real estate sales, the real estate industry is faced with a huge challenge of how to survive and develop. The level of sales personnel has a significant impact on the smooth sale of real estate. However, after major changes in the environment, the performance appraisal and compensation systems of many enterprises have not changed accordingly. There are many problems in salary incentive. Because the ultimate goal of salary incentive system is to make the return of employees directly proportional to its contribution. Through the reasonable design of salary structure, the proportion relationship of each part of salary is reasonably distributed. And through the performance appraisal to evaluate and pay, in order to guide employee behavior according to the important indicators of performance appraisal to strive, And then realize the strategic goal of enterprises. Although the current theoretical and practical research on the performance appraisal and compensation system of enterprises has been paid more and more attention, and they are regarded as an important part of human resource management, at the same time, Pay attention to study the incentive function of performance appraisal and salary system setting and the effect on enterprise performance. However, in the corresponding research content is not very deep, specifically combined with specific situational elements, There are few effective schemes for real estate enterprises to study and design. Therefore, this paper takes the performance appraisal system of sales personnel as the theme, and analyzes the theory of performance management. On the basis of combing the relevant literature, such as incentive theory and compensation theory, combining with the basic principles of real estate compensation design, the guiding ideology, the influencing factors of salary model and compensation system design, the basic process of salary design, At the same time, according to the current situation of sales performance appraisal of RH real estate company, the main problems in performance appraisal and compensation structure are analyzed, and on this basis, This research has carried on the strategic analysis to the RH company, defined the company sales personnel compensation system localization basis and the choice, as well as to the sales post main position analysis and the appraisal, The performance index of sales department and the optimization method of salary appraisal system are put forward in detail. The emphasis is on the content, index and proportion of the performance appraisal of sales department. The method and basis as well as the salary structure and the salary proportion carry on the optimization design. The development of this study is based on the performance and salary theory, aiming at the actual situation of the enterprise, This paper puts forward the corresponding performance appraisal and salary system reform plan, how to develop the performance appraisal of the sales team under the changing environment and the actual situation of the enterprise, so as to motivate the sales personnel, A more comprehensive solution to the problem is designed, which has some reference significance for the peer enterprises.
【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F299.233.4

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