JP公司销售人员的激励机制研究

发布时间：2018-03-29 08:35

本文选题：绩效　切入点：满意度　出处：《中国地质大学(北京)》2017年硕士论文

【摘要】：伴随着我国经济体制的不断完善,特别是资源竞争和配置全球化的不断深化,人作为现代企业系统中最活跃、最重要的因素,越来越得到了企业管理者的重视。如何建立一套科学、合理、有效的员工激励机制,最大可能地提高员工的积极性和创造性,已成为现阶段我国企业提高核心竞争力和保持良好发展态势的关键。论文以波特-劳勒综合激励模型为理论基础,以理论和实践相结合的方式,对JP集团北京分公司——一家民营的资产管理公司的销售团队展开了案例研究。之所以选择该企业进行案例研究,一方面是因为可以得到该企业相关的一手材料,另一方面是因为该企业在发展过程中遇到了人才流动性高,销售团队不稳定的情况。并且,案例分析有助于发现此类企业激励机制中普遍存在的具有代表性的问题。论文采用访谈和调查问卷的研究方法,对JP公司激励体系的现状进行了分析,并探究了导致这些问题的根本原因。本文共分为6章:第1章为绪论部分,首先提出论文的选题背景,研究目的及研究方法;其次,对与论文相关的国内外激励理论进行文献综述,并在此基础上引出论文的理论模型。第2章是论文的理论基础,集中分析了波特-劳勒综合激励模型,并对该模型的相关变量做出一一评价。第3章是通过调查问卷及深度访谈的方式对JP北京分公司现状、以及销售员工的需求及满意度进行分析。第4章探究了JP北京分公司激励制度中存在的主要问题及产生原因。第5章为完善的建议与启示。根据相关激励理论,特别是通过波特—劳勒激励模型提出了JP公司完善激励制度的可行性建议。第6章为结论和展望。经过分析,JP公司需要在薪酬福利、绩效考核、培训机制、职业规划四个方面改革激励体系,有针对性的满足员工的自我发展要求,激发员工的工作潜力,提升企业运营效率,进而帮助企业实现战略发展目标。
[Abstract]:With the continuous improvement of our country's economic system, especially the deepening of the competition of resources and the globalization of allocation, human being is the most active and important factor in the modern enterprise system. How to set up a set of scientific, reasonable and effective staff incentive mechanism to maximize the enthusiasm and creativity of employees, It has become the key for Chinese enterprises to improve their core competitiveness and maintain a good development trend at present. The thesis is based on the Bottle-Lawler comprehensive incentive model and combines theory with practice. A case study was carried out on the sales team of JP Group Beijing Branch, a privately owned asset management company. The reason for choosing the enterprise for the case study is, on the one hand, because it can obtain first-hand materials related to the enterprise. On the other hand, the enterprise has encountered a situation of high talent mobility and unstable sales team in the course of its development. The case study is helpful to find the representative problems in the incentive mechanism of this kind of enterprises. This paper analyzes the current situation of the incentive system of JP Company by using the methods of interview and questionnaire. This paper is divided into six chapters: the first chapter is the introduction part. Firstly, the background, research purpose and research methods of the thesis are put forward. On the basis of literature review of incentive theory at home and abroad related to the paper, the theoretical model of the paper is derived. Chapter 2 is the theoretical basis of the paper, focusing on the analysis of the Bottle-Lawler comprehensive incentive model. And the relevant variables of the model are evaluated one by one. Chapter 3 is the status quo of JP Beijing Branch through questionnaires and in-depth interviews. Chapter 4 explores the main problems and causes in the incentive system of JP Beijing Branch. Chapter 5 is the perfect suggestion and inspiration. In particular, the paper puts forward the feasible suggestions on how to perfect the incentive system of JP Company through the Bott-Lawler incentive model. Chapter 6 is the conclusion and prospect. After analyzing the compensation and welfare, performance appraisal and training mechanism of JP Company, the author puts forward some suggestions on how to improve the incentive system of JP Company. Four aspects of career planning reform incentive system to meet the self-development requirements of employees, stimulate the work potential of employees, improve the operational efficiency of enterprises, and then help enterprises achieve strategic development goals.
【学位授予单位】：中国地质大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.39

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