近年来 P2P 小额借贷迅猛发展，不仅让投资人的资金得到了增值，让小微企业和 个人的融资渠道更加丰富，同时也盘活了市场经济。P2P 行业起步晚，发展快，依托 互联网平台的各地小额借贷公司如雨后春笋般起来。面对行业的大发展，如何让自己 的企业在激烈的市场竞争下可以脱颖而出，如何招募，吸引到优质的行业人才，如何 平衡好员工激励与企业成本控制，销售端员工在 P2P 公司里面占有最大的比例。任何 一家公司的销售业绩都影响着公司的整体发展水平。但是，销售岗位又是人员流动率 很大的岗位。让 P2P 公司能够顶住行业内和行业外的人才压力的途径之一便是打造好 一支极富战斗力的销售团队。 对于 P2P 企业来说想要吸引并留住人才，需要建立一套科学且具有激励性的薪酬 制度，让人才发挥最大的效能。本文以 D 小额贷款公司为研究对象，运用了企业战略 管理，人力资源管理等相关理论对 D 公司的销售岗位进行了薪酬调查，岗位分析，岗 位评价，并结合国内外薪酬理论文献，发现了其现阶段销售端薪酬制度的一些不合理 之处。本文通过对 D 公司的销售端员工进行了岗位分级，提高销售业绩提成，增设荣 誉激励方案，提高淘汰率等解决办法来对其薪酬制度进行优化。最后本文还提出了薪 酬优化保障实施措施。 关键词，薪酬优化；岗位评价；销售；薪酬调查- II - Research on the optimization of the salary of sales staff in D company Abstract In recent years, the rapid development of P2P microfinance has not only increased the value of investors'funds, enriched the financing channels of small and micro enterprises and individuals, but also revitalized the market economy. Peer-to-peer (P2P) industry starts late and develops rapidly, and micro-lending companies around the world relying on the Internet platform are springing up like bamboo shoots after a rain. Faced with the great development of the industry, howto make their enterprises stand out in the fierce market competitionHow to recruit and attract high-quality professionalsHow to balance employee incentive and enterprise cost controlSales staff account for the largest proportion of P2P companies. The sales performance of any company affects the overall development level of the company. However, sales posts have a high turnover rate. How can P2P companies withstand the pressure of talent in and out of the industryBuild a very effective sales team. P2P enterprises need to establish a set of scientific, reasonable and incentive salary system in order to attract talents, retain talents, and make talents play the most effective role. In this paper, D microfinance company is taken as the research object. Combining with the domestic and foreign salary theory literature, some unreasonable points of its current salary system at the sales side are found. This paper optimizes the salary system by grading the sales staff of D company, improving sales performance, adding honor incentive scheme and improving elimination rate. Finally, this paper also puts forward the implementation measures of compensation optimization guarantee. Key words: Salary optimization; Job evaluation; Sales; Salary survey- III - 目 录 摘要............................................................................................................................I Abstract..........................................................................................................................II 1 绪论..............................................................................................................................1 1.1 研究背景和问题提出......................................................................................1 1.1.1 研究背景..............................................................................................1 1.1.2 问题的提出..........................................................................................1 1.2 国内外有关研究现状......................................................................................2 1.2.1 国外研究现状......................................................................................2 1.2.2 国内研究现状......................................................................................3 1.3 研究目的和意义..............................................................................................3 1.4 研究的内容与方法..........................................................................................4 1.4.1 研究内容..............................................................................................4 1.4.2 研究方法..............................................................................................4 2 相关理论概述............................................................................................................5 2.1 薪酬管理理论..................................................................................................5 2.1.1 薪酬管理的主要内容..........................................................................5 2.1.2 薪酬的分类..........................................................................................6 2.1.3 薪酬体系设计......................................................................................7 2.2 激励理论..........................................................................................................8 2.2.1 马斯洛需求层次理论..........................................................................8 2.2.2 赫次伯格的双因素理论......................................................................9 2.2.3 亚当斯的公平理论..............................................................................9 2.2.4 罗斯的归因理论................................................................................10 3 D 公司薪酬制度分析.................................................................................................10 3．1 D 小额贷款公司运营现状分析.................................................................10 3.1 .1 D 小额贷款公司概况.......................................................................10 3.1.2 组织架构............................................................................................11 3.1.3 员工数据............................................................................................12 3.1.4 人力资源管理概况............................................................................13 3.1.5 销售端员工薪酬制度概述................................................................14- IV - 3.2 问卷调查........................................................................................................14 3.2.1 问卷设计..........................................................................................14 3.2.2 问卷发放..........................................................................................15 3.2.3 问卷作用............................................................................................15 3.3 销售端薪酬管理存在的主要问题................................................................15 3.3.1 未对岗位进行职级设计....................................................................15 3.3.2 绩效薪酬占总薪酬比重太低............................................................15 3.3.3 荣誉激励缺失....................................................................................16 3.3.4 没有学历工资，整体员工学历略低于行业水平............................17 3.3.5 没有良好的淘汰机制........................................................................18 4 销售端员工薪酬优化................................................................................................18 4.1 销售端员工薪酬制度优化目的与原则........................................................18 4.1.1 薪酬优化的目的................................................................................18 4.1.2 薪酬优化的原则................................................................................19 4.2 销售端员工薪酬优化的准备工作................................................................19 4.2.1 工作分析............................................................................................19 4.2.2 岗位评价............................................................................................21 4.2.3 岗位说明书............................