摘要
薪酬是现在企业人力资源管理工作的重要环节,市场营销人员薪酬管理一直以来都
是人力资源薪酬管理的难点之一。制定科学合理的薪酬制度能极大的提高营销人员的工
作积极性、主动性和创造性,促进销售人员努力把握市场和客户需求,及时传递信息,
引领企业整体上充分利用人、财、物资源效率,获取成本、质量、服务等优势,实现企
业销售目标和总体战略目标。

本文以典型的家电企业GS公司为研究对象,通过对该公司营销人员薪酬体系的深
入研究和详细解析,目的是通过营销人员薪酬体系的再设计,切实提高营销人员工作积
极性和业务水平,同时也希望能为同欧亿·体育（中国）有限公司营销人员的薪酬制度提供一种可借鉴的思路和
方法。

本论文由四个主要部分组成,第一部门是绪论,提出了研究的背景和意义,研究的
思路、难点及创新点。第二部分是薪酬体系的相关理论知识,为后面分析和解决问题,
薪酬制度的优化提供理论依据。第三部分是通过人员访谈,问卷调查等方式对GS公司
营销部门、人力资源部门进行深入调查,发现营销人员现有薪酬制度的问题和不足,并
对其产生的原因进行分析。第四部分是结合GS公司的实际情况,结合现代营销人员薪
酬相关理论,对其营销人员薪酬体系进行优化设计,并提出了实施薪酬体系的保障措施,
总结了本论文的研究结论,指出有待进一步研究的问题。

关键词:营销人员;薪酬;家电欧亿·体育（中国）有限公司;薪酬体系
ABSTRACT
Remuneration is an important part of human resources management of recent
corporation ,human resources compensation management has always been one of the
difficulties of marketing staff compensation management.Formulating scientific and rational
pay system can greatly improve the marketing staff enthusiasm, initiative and creativity, to
promote the sales staff in their efforts to grasp the market and customer demand, timely
delivery of information, to lead the corporation to take full advantage of human resources,
finance and material resources of efficiency,to obtain the advantages of cost,quality, service,
and to achieve the sales goals of corporation and overall strategic objectives.
Taken typical household electrical appliance enterprises GS company on as the object of
this thesis, through further research and detailed analysis of the company's marketing staff
remuneration system, in order to design the pay system of marketers again, and effectively
improve the marketing staff enthusiasm for work and business level.Meantime,the system of
remuneration can offer the same industry marketers a draw on ideas and methods.
This thesis is composed of four main parts, the first part is an introduction, point out the
background and significance of the study, research ideas, difficulty,and innovation. The
second part is a theoretical knowledge of the pay system to provide a theoretical basis for later
analysis and problem-solving, the optimization of the pay system. The third part is about the
further investigation on marketing department and HR department of the GS corporataion to
pass through interview and questionnaire, founding the problems and deficiencies of the
existing pay system of marketing staff,and analyzing its causes. The fourth part is a
combination of the GS company's actual situation, combining with related theories of the
salaries of the modern marketing staff,to optimize and design heir marketing staff
remuneration system and bring up the implementation of the pay system safeguards.At the
end,summarizing the conclusions of this thesis and pointing out the problem that it needs to
be further study.
KEY WORDS: marketing personnel, remuneration, appliance industry, pay system