S支付公司营销人员薪酬方案优化研究

发布时间：2018-01-07 04:32

本文关键词：S支付公司营销人员薪酬方案优化研究　出处：《苏州大学》2014年硕士论文　论文类型：学位论文

【摘要】：薪酬管理是人力资源管理的重要组成部分，其是否科学合理会直接影响人力资源管理的效果。薪酬管理的目标是激励员工,是与企业战略紧密相连的管理要素,对实现公司战略目标具有非常重要的作用。营销人员为企业带来营业收入，是企业发展的重要力量和获得竞争优势的关键。营销人员的薪酬制度是企业竞争力的重要组成部分，直接影响营销人员的素质和营销能力。科学合理的薪酬方案有利于营销人才队伍的建设，能够帮助公司吸引、保留优秀人才，不断激发他们工作的积极性、主动性和创造性，对满足企业战略需求具有非常重要的现实意义。本文我们讨论的薪酬不仅仅是工资、佣金和奖金，还包括了培训、晋升和发展机会在内的全面薪酬的理念。通过对S支付公司部分营销人员的访谈调查，我们发现目前营销人员对于S支付公司（以下简称S公司）的薪酬方案大都不满意，，主要原因是缺乏长期性、公平性和激励性。因此,对于当前的S公司，为了遏制高离职率，有必要对现有的薪酬方案进行优化改进，使薪酬更具激励性。本文在阐述了S公司营销人员薪酬方案研究的背景、目的及意义的基础上，对S公司薪酬现状进行分析，提出S公司营销人员薪酬制度改进的方法和内容。本论文综合运用访谈法、文献分析法、实地调查法、观察法等研究方法，透析S公司营销人员薪酬方案，提出一套适用于S公司实际情况的、具有较强操作性的薪酬方案。并结合S公司现有资源和竞争战略，按照现代薪酬设计理念和方法，将薪酬管理的经典理论运用于具体实践，对S公司营销人员的薪酬方案进行优化改进，期望本论文的研究成果能为其他第三方支付企业营销人员的薪酬设计提供参考。
[Abstract]:Compensation management is an important part of human resources management, whether it is scientific or reasonable will directly affect the effect of human resources management. The goal of compensation management is to encourage employees, is closely linked with enterprise strategy management elements. It is very important to realize the strategic goal of the company. The marketing personnel bring the business income to the enterprise. It is the important force of enterprise development and the key to obtain competitive advantage. The salary system of marketing personnel is an important part of enterprise competitiveness. Scientific and reasonable salary plan is conducive to the construction of marketing talent team, can help the company attract, retain outstanding talents, and constantly stimulate their enthusiasm to work. Initiative and creativity, to meet the strategic needs of enterprises have a very important practical significance. In this article, we discuss not only salary, commission and bonus, but also the concept of full compensation, including training, promotion and development opportunities. We found that the current marketing personnel for S payment company (hereinafter referred to as "S company") of the compensation package are not satisfied, the main reason is lack of long-term, fairness and incentive. Therefore, for the current S company. In order to curb the high turnover rate, it is necessary to optimize and improve the existing salary scheme to make the compensation more incentive. This paper expounds the background, purpose and significance of the research on the salary scheme of marketing personnel in S Company. The present situation of S company compensation is analyzed, and the methods and contents of the improvement of S company marketing personnel compensation system are put forward. In this paper, the comprehensive use of interview method, literature analysis method, field investigation method, observation method and other research methods. This paper analyzes the salary scheme of marketing personnel in S Company, and puts forward a set of salary scheme with strong operability, which is suitable for the actual situation of S Company, and combines with the existing resources and competitive strategy of S Company. According to the concept and method of modern salary design, the classical theory of salary management is applied to the concrete practice to optimize and improve the salary scheme of marketing personnel in S Company. It is expected that the research results of this paper can be used as reference for the compensation design of other third-party paid enterprise marketers.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.39;F272.92

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