龙睿公司营销人员薪酬管理问题研究

发布时间：2018-05-19 21:06

本文选题：营销人员 + 薪酬管理　；参考：《四川师范大学》2014年硕士论文

【摘要】：薪酬管理作为人力资源六大模块的组成部分,其在人力资源管理日益受到重视的今天,它的重要性也是不言而喻的。营销人员将企业的产品和服务推向市场和客户,是企业重要的人力资源储备和资源。但是,如何将营销人员和薪酬管理有效结合起来,让薪酬管理更好的服务于营销人员,服务于公司整体战略的发展,是很多企业面临的难题。龙睿科技发展有限公司作为一家主营通讯和电脑的公司,是一家高新技术产业。目前,随着科学技术的发展,主营电脑、电脑配件、通讯器材的公司如雨后春笋般涌现,企业与企业之间的价格竞争、产品竞争十分激烈。为了获得更大的市场份额,这些企业必须要在人力资源方面努力,为企业的营销人员进行更好的薪酬体系设计。龙睿公司的营销人员是一群年轻化的队伍,他们朝气蓬勃,有多样化的需求,随着企业的不断发展,原有的薪酬管理体系已经进行了多次改革,但是仍然无法很好的为企业的发展服务。本文的研究旨在为龙睿公司薪酬体系的优化提出自己的建议,希望能帮助龙睿公司在市场竞争中更好的成长。本文在对薪酬管理的基本理论、选题的背景和意义、以及营销人员的基本理论的研究的基础上,介绍了龙睿公司的基本情况和它在薪酬管理方面的现状和问题,最后结合理论和实际对龙睿公司现有的薪酬管理体系进行优化设计,并提出了实施新方案的保障措施。龙睿公司的薪酬体系整体满意度不高、薪酬结构不合理、薪酬福利满意度不高、缺乏多样性和个性化、薪酬的执行也不是很科学。经过研究,本文对薪酬体系的优化从薪酬制度调整和薪酬结构调整2个大方面来考虑,其中薪酬结构调整包括基本工资调整、绩效工资调整、奖金调整、福利和补贴调整4个部分。本文创新点主要体现在创新性地对龙睿公司营销人员的薪酬结构的具体内容进行了改进,并提出了保障措施；另外,进行了福利方面的改进和创新。但由于资料的有限和笔者能力的有限,本文最后提出的关于龙睿公司薪酬管理体系优化设计的方案可能存在很多不完善的地方,需要在实践中不断修改和完善。
[Abstract]:Salary management as a component of the six modules of human resources, its importance is also self-evident in today's human resources management has been paid more and more attention. Marketers push their products and services to the market and customers, which is an important human resource reserve and resource. However, how to effectively combine the marketing personnel and the salary management, so that the salary management can better serve the marketing personnel and the development of the company's overall strategy, is a difficult problem that many enterprises face. Longrui Technology Development Co., Ltd. as a major communications and computer companies, is a high-tech industry. At present, with the development of science and technology, the main computer, computer accessories, communication equipment companies are springing up, the price competition between enterprises, product competition is very fierce. In order to gain a greater market share, these enterprises must make efforts in human resources to design a better compensation system for their marketers. The marketing staff of Longrui Company are a group of young people. They are vigorous and diverse in demand. With the continuous development of enterprises, the original salary management system has been reformed many times. But still can not be very good for the development of enterprises. The purpose of this paper is to put forward some suggestions for the optimization of the salary system of Longrui Company, hoping to help the company grow better in the market competition. On the basis of the basic theory of salary management, the background and significance of the topic, and the basic theory of marketing personnel, this paper introduces the basic situation of Longrui Company and its current situation and problems in salary management. Finally, combining theory and practice, the paper optimizes the salary management system of Longrui Company, and puts forward the safeguard measures to implement the new scheme. The overall satisfaction of the salary system is not high, the salary structure is unreasonable, the satisfaction degree of salary and welfare is not high, the diversity and individuation of compensation are not high, and the execution of compensation is not very scientific. Through the research, this paper considers the optimization of the compensation system from two aspects: the adjustment of the salary system and the adjustment of the salary structure, including the adjustment of the basic salary, the adjustment of the performance wage, the adjustment of the bonus, the adjustment of the salary structure, and the adjustment of the salary structure. Welfare and subsidy adjustment 4 parts. The innovation of this paper is mainly reflected in the innovation of the specific content of the salary structure of the marketing personnel of Longrui Company, and puts forward the safeguard measures, in addition, the improvement and innovation of the welfare are carried out. However, due to the limited data and the limited ability of the author, there may be a lot of imperfections in the scheme of the optimal design of salary management system of Longrui Company, which needs to be revised and perfected in practice.
【学位授予单位】：四川师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.6

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