J服装公司销售人员薪酬体系的改进研究

发布时间：2018-11-06 10:28

【摘要】：J服装公司是一家以生产和销售男装为主的上市企业。公司自2013年以来销售人员的流失率在不断的加大,销售业绩持续的下滑,致使公司产品库存量增加利润下降。J服装公司人员流失增加销售下滑,是否存着薪酬管理方面的问题,这是本文需要进行研究并提出解决的方案。本文在现有经济与政策背景下,在J服装公司薪酬优化方案的研究中,以J服装公司为依托对象,采用了问卷调查法、访谈法让员工就现有薪酬管理制度与体系进行调查,重点对公司薪酬结构、薪酬标准、固定与浮动薪酬之比、薪酬竞争力及员工晋升通道的设置等进行分析,找到销售业绩下滑的主要原因是因薪酬没有激励性而导致的业绩下滑,同时针对以上问题找到可行性的解决方案,并进行可行性研究分析。通过对现有服装零售业薪酬管理现状分析,总结出优秀的薪酬的管理方案必须有激励性,对员工的稳定性起着重要的作用,它主要的特点在于固定薪酬的比例须低于或等于浮动薪酬、固定薪酬的标准在市场中须高于50分位、固定薪酬的等级需要有科学的评估机制、提成率需要实行“阶梯式”分级提成,从而极大的鼓励与刺激员工的积极性,树立“付出与回报成正比”的理念,吸引更多优秀人才的加入,从而降低人员的流失率,提升销售业绩。通过对该方案实施的分析,对于实施本方案须要得到公司管理层的大力支持,同时还需要建立一套实施新政策的制度与流程,确保该方案的落地执行。该方案具备了一定的激励作用,可提升员工对个人专业技能和能力的关注度、增强员工对销售的积极性,使J服装公司销售人员的敬业度得到提升,员工流失率得到有效控制,并希望通过新方案的实施,有效增强员工对企业的认同感,降低员工的流失率,从而提升企业的核心竞争力。
[Abstract]:J clothing Company is a production and sales of men's clothing listed enterprises. The company's turnover of sales personnel has been increasing since 2013, and sales performance has continued to decline, resulting in a decline in the company's product inventory and profits. Whether there is a problem in salary management is a problem that needs to be studied and solved in this paper. Under the background of the current economy and policy, in the research of the compensation optimization scheme of J clothing Company, this paper takes J Garment Company as the object, adopts the method of questionnaire, and interviews the staff to investigate the existing salary management system and system. By analyzing the salary structure, the salary standard, the ratio of fixed and floating salary, the competitiveness of compensation and the setting of staff promotion channel, we find that the main reason for the decline in sales performance is the decline in performance caused by the lack of incentive in compensation. At the same time, to find a feasible solution to the above problems, and carry out feasibility analysis. Based on the analysis of the current situation of salary management in clothing retail industry, the paper concludes that the excellent salary management scheme must be incentive, which plays an important role in the stability of employees. Its main characteristics are that the ratio of fixed pay must be lower or equal to that of floating salary, the standard of fixed pay must be higher than 50 places in the market, and the grade of fixed pay should have a scientific evaluation mechanism. The commission rate needs to be "step by step", so as to greatly encourage and stimulate the enthusiasm of employees, set up the idea of "giving is in direct proportion to the return", attract more talented people to join, and thus reduce the staff turnover rate. Improve sales performance. Through the analysis of the implementation of the scheme, it is necessary to obtain strong support from the management of the company for the implementation of the scheme. At the same time, it is also necessary to establish a system and process to implement the new policy to ensure the implementation of the plan on the ground. The scheme has a certain incentive function, can enhance the attention of employees to personal professional skills and ability, enhance the enthusiasm of employees to sales, so that J clothing company sales staff engagement has been improved, the staff turnover rate is effectively controlled. It is hoped that through the implementation of the new scheme, the identity of the employees to the enterprise can be effectively strengthened, the staff turnover rate will be reduced, and the core competitiveness of the enterprise will be enhanced.
【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;F426.86

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