湖南双金置业有限公司营销人员薪酬管理体系研究
发布时间：2018-09-03 17:48
【摘要】：人力资源作为竞争力的源泉，在知识经济时代发挥着越来越重要的作用，企业的竞争就是人才的竞争。如何吸引人才，激励人才，留住人才，，是企业管理中永恒的课题。对外建立具有竞争性、对内具有公正性的薪酬管理体系，更是市场经济体制下的企业管理者直面的难题。湖南双金置业有限公司成立于2007年，随着企业的快速发展，人力资源方面的问题和矛盾越来越突出，尤其是薪酬体系已经不能适应企业的快速成长，成为销售业务规模扩大的瓶颈。 本文以双金置业公司为样本，运用问卷调查法、深度访谈法、文献研究等科学营销人员薪酬管理体系现状，通过问卷调查和访谈对公司内部员工进行薪酬满意度调查，诊断出目前双金置业公司营销人员薪酬制度存在的问题；然后，遵循薪酬制度设计思路，在对双金置业公司现有薪酬制度全面诊断的基础上，结合外部薪酬情况，从内部公平性、外部公平性和自身公平性考虑，制订出双金置业公司薪酬制度优化的详细策略；最后，对双金置业公司营销人员薪酬优化体系的实施保障提出了应对方案。 本文的研究，是将理论界对房地产行业薪酬管理研究成果的一次应用研究，研究的成果可以作为检验相关理论成果的一个参考标准，具有一定的理论价值。同时文章对双金置业公司营销人员的薪酬制度开展研究，是从市场经济角度对房地产行业薪酬制度的一次考量，所取得的研究成果不仅可以作为双金置业公司管理优化的参考方案，同时，也对类似中小房地产公司的薪酬管理具有借鉴价值，具有一定的实践意义。
[Abstract]:As the source of competitiveness, human resources play a more and more important role in the era of knowledge economy. The competition of enterprises is the competition of talents. How to attract, motivate and retain talents is an eternal task in enterprise management. To set up a competitive and fair salary management system is a difficult problem for the managers in the market economy. Hunan Shuangjin Real Estate Co., Ltd. was established in 2007. With the rapid development of enterprises, the problems and contradictions in human resources have become more and more prominent, especially the compensation system has been unable to adapt to the rapid growth of enterprises. Become the bottleneck of the expansion of sales business. This paper takes Shuangjin Real Estate Company as a sample, applies questionnaire method, in-depth interview method, literature research and other scientific marketing personnel compensation management system status quo, through questionnaires and interviews to the company's internal employees pay satisfaction survey. Then, according to the design idea of compensation system, on the basis of the comprehensive diagnosis of the existing compensation system of Shuangjin Real Estate Company, combined with the external compensation situation, the paper makes a diagnosis of the problems existing in the current compensation system of Shuangjin Real Estate Company. From the perspective of internal fairness, external fairness and self-fairness, the detailed strategy of compensation system optimization of Shuangjin Real Estate Company is worked out. Finally, the solution to the implementation of the compensation optimization system for the marketing staff of Shuangjin property Company is put forward. The research in this paper is an applied research on the research results of real estate industry salary management. The research results can be used as a reference standard to test the relevant theoretical results, which has a certain theoretical value. At the same time, the article carries out a study on the compensation system of the marketers of Shuangjin Real Estate Company, which is a consideration of the compensation system of the real estate industry from the perspective of the market economy. The research results not only can be used as a reference scheme for the management optimization of Shuangjin Real Estate Company, but also have some practical significance for the salary management of small and medium-sized real estate companies.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F299.233.4
本文编号：2220722
[Abstract]:As the source of competitiveness, human resources play a more and more important role in the era of knowledge economy. The competition of enterprises is the competition of talents. How to attract, motivate and retain talents is an eternal task in enterprise management. To set up a competitive and fair salary management system is a difficult problem for the managers in the market economy. Hunan Shuangjin Real Estate Co., Ltd. was established in 2007. With the rapid development of enterprises, the problems and contradictions in human resources have become more and more prominent, especially the compensation system has been unable to adapt to the rapid growth of enterprises. Become the bottleneck of the expansion of sales business. This paper takes Shuangjin Real Estate Company as a sample, applies questionnaire method, in-depth interview method, literature research and other scientific marketing personnel compensation management system status quo, through questionnaires and interviews to the company's internal employees pay satisfaction survey. Then, according to the design idea of compensation system, on the basis of the comprehensive diagnosis of the existing compensation system of Shuangjin Real Estate Company, combined with the external compensation situation, the paper makes a diagnosis of the problems existing in the current compensation system of Shuangjin Real Estate Company. From the perspective of internal fairness, external fairness and self-fairness, the detailed strategy of compensation system optimization of Shuangjin Real Estate Company is worked out. Finally, the solution to the implementation of the compensation optimization system for the marketing staff of Shuangjin property Company is put forward. The research in this paper is an applied research on the research results of real estate industry salary management. The research results can be used as a reference standard to test the relevant theoretical results, which has a certain theoretical value. At the same time, the article carries out a study on the compensation system of the marketers of Shuangjin Real Estate Company, which is a consideration of the compensation system of the real estate industry from the perspective of the market economy. The research results not only can be used as a reference scheme for the management optimization of Shuangjin Real Estate Company, but also have some practical significance for the salary management of small and medium-sized real estate companies.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F299.233.4
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