本文以 SDLH 公司营销人员为研究对象，首先对营销人员薪酬水平、薪酬结构和
薪酬满意度进行调查。其次构建薪酬评估指标体系，选取基本工资、绩效工资、福利
和员工长期发展四个方面指标，运用层次分析法和德尔菲法对该公司营销人员薪酬进
行分析研究，发现其存在薪酬水平偏低、薪酬结构不合理、业务指标过高及福利制度
不完善等问题，针对这些问题，提出完善基本工资，调整业务指标和完善福利制度等
优化措施。最后通过完善绩效考核、加强沟通、健全培训机制等为新的优化方案提供
保障，使优化后的薪酬体系能发挥其激励作用、改善现状
关键词：营销人员；薪酬体系；薪酬评估；优化改进山东理工大学硕士学位论文 ABSTRACT
II
ABSTRACT
Today, the excess capacity in the construction industry, how to survive and develop in
this oversupply situation is a test of the enterprise, especially the sales department. Sales
personnel determine the sales performance of the enterprise, affecting the survival and
development of enterprises, and marketing staff compensation system is an important
factor affecting their business capabilities. A good salary system can maximize the
potential of employees and create more economic benefits for enterprises. The salary
system of marketing personnel of SDLH company the research object of this paper
includes wages, bonuses, allowances and benefits, but the fixed wage proportion is too low,
the business index is high, single welfare system is not flexible, these problems are not
solved, will cause the loss of talents, to bring economic losses, the impact of its long-term
development, so how to build a good salary the maximum system, stimulate staff&39;s work
enthusiasm and SDLH company needs to solve the problem.
In this paper, the marketing staff of SDLH company as the research object, first of all,
the salary level, salary structure and salary satisfaction. Secondly, build salary evaluation
index system, selection of fixed salary, performance salary, welfare and employee
long-term development of the four aspects of indicators, analysis of the use of marketing
personnel salary of the company and the Delphy Fa level of analysis, found that the
problems of low salary level, salary structure unreasonable, business index is too high and
the welfare system is not perfect. To solve these problems, put forward to increase the
proportion of fixed wage,Adjust the business indicators and improve the welfare system
and other optimization measures. Finally, through the improvement of performance
appraisal, strengthen communication, improve the training mechanism for the new
optimization program to provide protection,So that the optimization of the compensation
system can play its incentive role, improve the status .
Key words: Sales Staff ; Salary System ; Compensation evaluation ; Optimization and
Improvement山东理工大学硕士学位论文 目录
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目 录
摘要........ I
ABSTRACT..II
目 录......III
第一章 绪 论....1
1.1 选题的背景与意义..1
1.2 国内外研究综述......2
1.2.1 国外研究综述2
1.2.2 国内研究综述3
1.3 研究内容与方法......5
1.3.1 研究内容........5
1.3.2 研究方法........6
1.4 研究难点与创新......7
第二章 薪酬与激励理论....8
2.1 薪酬管理理论..........8
2.1.1 人力资本理论8
2.1.2 知识资本理论8
2.1.3 效率工资理论9
2.1.4 分享工资理论..........10
2.2 激励理论.....10
2.2.1 需要层次理论..........10
2.2.2 双因素理论..11
2.2.3 公平理论......11
2.2.4 期望理论......12
第三章 SDLH 公司营销人员薪酬体系现状.........13
3.1 SDLH 公司概况..... 13
3.1.1 公司基本情况..........13
3.1.2 公司业务及经营情况..........14
3.2 营销人员概况........14
3.3 营销人员薪酬体系现状....16
3.3.1 薪酬结构......16
3.3.2 薪酬水平......17
3.3.3 薪酬发放......18
3.3.4 薪酬满意度..18
第四章 SDLH 公司营销人员薪酬体系评估.......
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