随着改革开放的不断深化和市场经济的不断完善,我国企业面临着各种各样 的发展机遇和挑战。销售作为企业生存和发展的生命线,是企业在激烈的市场竞 争中保持竞争优势的关键。但销售人员进入门槛低,流动性强,是公司人力资源 管理的难点。如何拥有一支较高素质和能力的销售人才队伍是企业人力资源建设 的重点,也是企业做好销售工作的基础保障。而销售人才队伍建设的根本在于设 计科学合理的销售人员薪酬体系。科学合理的销售人员薪酬体系能够帮助公司吸 引和留住人才、保证企业销售人才队伍的稳定、不断激发销售人员的工作积极性、 主动性和创造性,从而为企业创造更大价值。 本文以恒山条码科技公司为研究主体,在分析公司销售人员薪酬方案现状及 存在问题的基础上,以现代薪酬理念为指导,系统的对销售人员薪酬方案进行了 改进设计,以建立和维护一支具有较高素质和能力的销售人才队伍,保证公司的 健康快速发展。本文首先说明了薪酬管理对于现代企业销售人才队伍建设的重要 性,介绍了薪酬的基本概念,系统总结了已有的成熟薪酬理论及销售人员薪酬管 理研究现状,给出了几种常用的销售人员薪酬模式并分析了影响销售人员薪酬模 式的主要因素。其次,报告介绍了恒山条码科技公司的基本情况,详细介绍了公 司销售人员薪酬管理现状及存在问题,并深入分析了销售人员薪酬管理过程中存 在问题的原因。然后,本文对销售人员薪酬方案进行了系统改进设计,制定了销 售部门各岗位职责说明书,进行了岗位价值评估,并以岗位价值评估为基础进行 销售人员岗位工资设计,通过引入绩效工资和自助式福利详细设计了各岗位销售 人员薪酬模式。最后,报告分析了改进方案在实施过程中可能出现的问题,并制 定了薪酬改进方案实施对策与建议,以保证改进方案的顺利推行和实施。 关键词:恒山条码科技公司;销售人员;薪酬方案;薪酬管理 III Abstract With the continuous deepening of the reform and opening-up policy and improvement of the market economy, Enterprises in China are facing various developing chances and challenges. As the survival and development lifeline of a company, sales are the key to keep the competitive advantage in the fierce market competition. However there are low barriers for sales and there is high liquidity, so it is a difficulty for the human resource management. It is the focus of corporate human resources and also the base to have good sales for a company to maintain a high quality and ability of sales personnel. Designing a scientific and rational sales compensation system is the root to construct the sales personnel, which can attract and retain excellent talents, resulting in the stabilization of the sales personnel, and continuously inspire sales to work more actively, initiatively and creatively, resulting in creating greater value for the company. The paper takes Hi-Scan Barcode Technology Co., Ltd as the researching subject and improves the compensation program systematically under the direction of modern compensation theory on the basis of analyzing the present situation and existing problems in order to build and maintain a high quality and ability of sales personnel to ensure the healthy and rapid development of the company. Firstly, the paper describes the importance of compensation management for the constructions of the sales personnel in a modern enterprise, introduces basic concepts of compensation, summarizes existing related compensation theory as well as the present situations of researches on the sales compensation management systematically, introduces some common sales compensation and analyzes the main factors affecting sales’ remuneration; secondly, it simply introduces Hi-Scan Barcode Technology Co., Ltd briefly and the present situation and existing problems of the sales compensation management, then analyzes the reasons for these problems deeply; thirdly, the paper redesigns the compensation system systematically, establishes job description for each post, carries out the job valuation, designs the post salary on the basis of job valuation and sales compensation pattern for each post through introducing performance pay and self-service welfare; finally, the paper analyzes the problems which may appear in the process of implementing the improved compensation program, proposes detail implementation measures and advice to ensure the smooth implementation and IV enforcement of the new compensation program. Key Words: Hi-Scan Barcode Technology Co.; Sales Staff; Compensation Proposal; Compensation Management V 目 录 学位报告原创性声明和学位报告版权使用授权书 .................................................. I 摘要 ..................................................................................................................... II Abstract.................................................................................................................. III 插图索引............................................................................................................... VII 附表索引.............................................................................................................. VIII 第 1 章 绪 论 .........................................................................................................1 1.1 研究背景与意义 ......................................................................................... 1 1.1.1 研究背景 .............................................................................................. 1 1.1.2 研究意义 .............................................................................................. 1 1.2 理论基础与文献综述 ................................................................................. 2 1.2.1 薪酬理论 .............................................................................................. 2 1.2.2 薪酬模式 .............................................................................................. 6 1.2.3 销售人员薪酬 ...................................................................................... 8 1.3 研究内容与方法 .......................................................................................... 9 1.3.1 研究内容 .............................................................................................. 9 1.3.2 研究方法 .............................................................................................. 9 第 2 章 恒山条码科技公司销售人员薪酬方案现状分析.......................................11 2.1 恒山条码科技公司发展概况 .................................................................... 11 2.2 销售部门岗位设置与人员构成分析 ......................................................... 12 2.2.1 销售部门岗位设置 ............................................................................ 12 2.2.2 销售部门人员构成分析 ..................................................................... 13 2.2.3 销售人员流动性分析 ......................................................................... 14 2.3 销售人员现行薪酬方案的构成 ................................................................ 16 2.3.1 销售人员薪酬内容与支付方式.......................................................... 16 2.3.2 销售部门员工的薪酬水平与结构 ...................................................... 17 2.3.3 各类销售人员现行薪酬方案 ............................................................. 18 2.4 销售人员薪酬管理存在的问题及原因 ..................................................... 20 2.4.1 销售人员薪酬管理存在的问题.......................................................... 20 2.4.2 销售人员薪酬管理存在问题的原因分析 .......................................... 21 第 3 章 恒山条码科技公司销售人员薪酬方案改进设计.......................................24 3.1 销售人员薪酬方案改进设计的基本原则与工作流程 .............................. 24 VI 3.1.1 销售人员薪酬方案改进设计的基本原则 .......................................... 24 3.1.2 销售人员薪酬方案改进设计的工作流程 .......................................... 25 3.2 岗位分析与岗位价值评估 ........................................................................ 26 3.2.1 岗位分析 ............................................................................................ 26 3.2.2 岗位价值评估 .................................................................................... 26 3.3 销售人员薪酬方案改进设计过程 ............................................................ 28