HST公司销售人员薪酬体系研究

发布时间：2019-01-24 19:12

【摘要】：我国的中小型民营工业企业大多处于同样的生存环境下,生产技术和生产规模相差无几,若要提高企业核心竞争力,最有效的办法就是提高人力资源管理效率,注重人力资本的开发和使用。公司的管理人员越来越意识到,人力资源管理对于中小型工业企业而言已不仅仅是日常管理的一部分,而是更多的关系到企业的生存与发展,是企业战略管理的一个重要组成部分。薪酬制度的完善和薪酬体系的建立则是把企业的战略目标细分到人力资本开发使用的重要行动方案,通过合理的薪酬体系实施方案来达到更好引导员工、激励员工的目的。HST公司在经过了建厂初期的几年快速成长阶段,面对钛金属加工行业的低迷状态,企业经济效益稳中有落。这样的环境给HST公司的发展提出了严峻的挑战,迫切要求HST通过提高自身管理水平来增加企业核心竞争力。本课题中的薪酬体系再设计即是HST公司管理改革需求之一。本文旨在通过对薪酬体系相关理论的研究与学习,对HST公司原有的薪酬管理模式进行分析和诊断,并利用相关原理对公司薪酬体系进行改进和再设计,达到更好的激励员工的目的,提高HST公司人力资源管理水平。全文共分六个部分,其主要内容如下:第一部分为绪论,主要阐明了论文研究的背景、研究意义以及研究的内容和方法。第二部分对薪酬体系设计相关理论进行概述,内容主要包括薪酬的概念、薪酬的功能、薪酬的基本形式、影响薪酬的因素、薪酬体系设计的相关研究理论、薪酬设计的基本原则等。第三部分则主要介绍了 HST公司概况、HST公司销售部基本基本情况、销售人员的薪酬体系现状,并分析HST公司销售人员薪酬体系存在的一些问题。第四部分即是本文的核心所在,结合HST公司实际情况,在原有薪酬体系基础上,在相关薪酬体系设计理论的指导下,对HST公司薪酬体系进行再设计,确定HST公司销售部各岗位薪酬再设计方案及其依据。第五部分简要说明HST公司新的薪酬体系方案实施保障及成预期效,实施保障包括实施方案制定、宣传发动、内部沟通、有效执行、方案修改等,最终保障新的薪酬体系方案的顺利实施,确保预期成效。第六部分对文章论述的HST公司销售人员薪酬体系再设计思路及方案进行总结及展望。
[Abstract]:Most of the small and medium-sized private industrial enterprises in our country are in the same living environment, the production technology and production scale are similar. To improve the core competitiveness of enterprises, the most effective way is to improve the efficiency of human resources management. Pay attention to the development and use of human capital. The managers of the company are increasingly aware that human resource management is not only part of the daily management of small and medium-sized industrial enterprises, but also more related to the survival and development of the enterprises. It is an important part of enterprise strategic management. The perfection of the compensation system and the establishment of the compensation system are the important action plans to subdivide the strategic objectives of the enterprise into the development and use of human capital, and to better guide the employees through the implementation of the reasonable compensation system. After a few years of rapid growth in the initial stage of the plant, facing the low state of titanium metal processing industry, the economic benefits of the enterprise have declined steadily. Such an environment poses a severe challenge to the development of HST Company, and it is urgent for HST to increase its core competitiveness by improving its own management level. The redesign of compensation system is one of the demands of management reform in HST Company. The purpose of this paper is to analyze and diagnose the original compensation management model of HST Company through the research and study of the relevant theory of compensation system, and to improve and redesign the compensation system of the company by using the relevant principles. To achieve better motivation of employees, improve the level of HST human resources management. The thesis is divided into six parts. The main contents are as follows: the first part is the introduction, which mainly explains the background, significance, content and method of the research. The second part summarizes the related theories of salary system design, including the concept of salary, the function of salary, the basic form of salary, the factors influencing salary, and the relevant research theory of salary system design. Basic principles of salary design, etc. The third part mainly introduces the general situation of HST company, the basic situation of sales department of HST company, the present situation of the salary system of sales personnel, and analyzes some problems existing in the compensation system of sales personnel of HST company. The fourth part is the core of this paper, combined with the actual situation of HST company, on the basis of the original compensation system, under the guidance of the relevant compensation system design theory, the HST compensation system is redesigned. Determine the HST sales department of the position compensation redesign plan and its basis. The fifth part briefly explains the implementation guarantee and expected effect of HST company's new salary system, including the implementation of scheme formulation, publicity and initiation, internal communication, effective implementation, program modification, etc. Ultimately ensure the smooth implementation of the new compensation system to ensure the expected results. In the sixth part, the author summarizes and looks forward to the redesign of HST sales compensation system.
【学位授予单位】：东北大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.31

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