XX洋酒公司对销售人员的内部激励机制现状与改进方案

发布时间：2018-07-20 19:35

【摘要】：激励是人力资源管理的重要内容之一,企业激励机制设计及运用的好坏在一定程度上是决定企业生存和发展的一个重要因素。企业的激励机制有很多种类,那么,为企业正确地设计、制定以及不断开拓新的激励方式是企业发展的根本途径。本文首先通过对激励与激励机制的内涵,激励机制的作用,激励机制设计的原则和影响因素等方面展开研究,逐步深入地剖析了XX洋酒公司对销售人员的内部激励机制的现状,简单阐述了现有激励机制所取得的成效,找出了其存在的问题,同时,对现有的部分激励机制失效的原因进行了详尽的分析。然后,根据对相关的研究结果以及针对现有激励机制目前存在的诸多问题,本文着重从薪酬激励与非货币性薪酬激励两方面着手,对XX洋酒公司现有激励机制的改进进行了深入的探讨,并提出了最优解决方案。在对薪酬激励机制的改进方面,本文主要提出了适度拉开核心员工与一般员工的薪酬水平,增加核心员工的绩效工资部分,建立更有弹性的绩效考核机制,按照论功行赏的大原则拉开部门内不同职位上员工的薪酬差距,建立必要的薪酬监管体系,避免企业高管与一般员工之间的薪酬差距悬殊过大,最后,注重对核心员工采取短期薪酬激励(如加薪等)与长期薪酬激励(如企业年金计划等)相结合的机制,从而吸引并留住核心员工。同时,在对非货币性薪酬激励机制的改进方面,本文提出了根据员工的个体差异性对不同员工进行差别化的激励,完善多元化的福利体系,特别是开发自助式福利制度,同时注意利用好各种非经济性报酬手段(如:工作本身的趣味性和挑战性、更好的晋升机会、以及舒适的工作环境等),加大对员工的情感投资和情感沟通,以及营造良好的企业氛围和提供更好的职业生涯规划,从多个方面满足员工的不同需要,激发员工更好地为企业服务,实现企业整体目标,推动企业长远发展。最后,鉴于自我激励从古至今在个人的成长及发展过程中所发挥的重要作用,本文提出了帮助员工实现自我激励,挖掘员工自身的内在潜能,让员工释放出各种内在动力,自主地为实现良好的绩效表现而不停努力。
[Abstract]:Incentive is one of the important contents of human resource management, and the design and application of incentive mechanism is an important factor that determines the survival and development of enterprises to a certain extent. There are many kinds of incentive mechanisms in enterprises, so it is the fundamental way for enterprises to design, formulate and continuously open up new incentive ways for enterprises to develop correctly. Firstly, through the research on the connotation of incentive and incentive mechanism, the function of incentive mechanism, the principle of incentive mechanism design and the influencing factors, this paper analyzes the present situation of internal incentive mechanism of XX Yangjiu Company to sales personnel step by step. This paper briefly expounds the achievements of the existing incentive mechanism, finds out the existing problems, and analyzes in detail the reasons for the failure of the existing incentive mechanism. Then, according to the related research results and the existing incentive mechanism, this paper focuses on two aspects: compensation incentive and non-monetary compensation incentive. This paper probes into the improvement of the existing incentive mechanism of XX Yangjiu Company and puts forward the optimal solution. In the aspect of the improvement of salary incentive mechanism, this paper mainly proposes to draw back the salary level of the core staff and the general staff, to increase the performance salary part of the core staff, and to establish a more flexible performance appraisal mechanism. In accordance with the principle of merit and reward, the salary gap among employees in different positions in the department should be widened, and the necessary salary supervision system should be established to avoid the excessive disparity between the executive and the general staff. Finally, Pay attention to the mechanism of combining short-term salary incentive (such as salary increase) with long-term salary incentive (such as enterprise annuity plan) to attract and retain core staff. At the same time, in the aspect of improving the incentive mechanism of non-monetary compensation, this paper puts forward different incentives for different employees according to the individual differences of employees, and consummates the diversified welfare system, especially the development of self-service welfare system. At the same time, we should make good use of various non-economic reward methods (such as the interest and challenge of work itself, better promotion opportunities, comfortable work environment, etc.) and increase emotional investment and emotional communication among employees. And to create a good enterprise atmosphere and provide better career planning, from many aspects to meet the different needs of employees, stimulate employees to better serve the enterprise, achieve the overall goal of the enterprise, promote the long-term development of the enterprise. Finally, in view of the important role that self-motivation has played in the process of personal growth and development from ancient to present, this paper proposes to help employees realize self-motivation, tap their inherent potential and release all kinds of internal motivation. Work autonomously to achieve good performance.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.82

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