I S 支付公司营销人员薪酬方案优化研究 中文摘要 薪酬管理是人力资源管理的重要组成部分，其是否科学合理会直接影响人力资源 管理的效果。薪酬管理的目标是激励员工,是与企业战略紧密相连的管理要素,对实现 公司战略目标具有非常重要的作用。营销人员为企业带来营业收入，是企业发展的重 要力量和获得竞争优势的关键。营销人员的薪酬制度是企业竞争力的重要组成部分， 直接影响营销人员的素质和营销能力。科学合理的薪酬方案有利于营销人才队伍的建 设，能够帮助公司吸引、保留优秀人才，不断激发他们工作的积极性、主动性和创造 性，对满足企业战略需求具有非常重要的现实意义。 本文我们讨论的薪酬不仅仅是工资、佣金和奖金，还包括了培训、晋升和发展机 会在内的全面薪酬的理念。通过对 S 支付公司部分营销人员的访谈调查，我们发现目 前营销人员对于 S 支付公司（以下简称 S 公司）的薪酬方案大都不满意，主要原因是 缺乏长期性、公平性和激励性。因此,对于当前的 S 公司，为了遏制高离职率，有必 要对现有的薪酬方案进行优化改进，使薪酬更具激励性。本文在阐述了 S 公司营销人 员薪酬方案研究的背景、目的及意义的基础上，对 S 公司薪酬现状进行分析，提出 S 公司营销人员薪酬制度改进的方法和内容。本论文综合运用访谈法、文献分析法、实 地调查法、观察法等研究方法，透析 S 公司营销人员薪酬方案，提出一套适用于 S 公司实际情况的、具有较强操作性的薪酬方案。并结合 S 公司现有资源和竞争战略， 按照现代薪酬设计理念和方法，将薪酬管理的经典理论运用于具体实践，对 S 公司营 销人员的薪酬方案进行优化改进，期望本论文的研究成果能为其他第三方支付企业营 销人员的薪酬设计提供参考。 关键词，薪酬管理 营销人员薪酬 第三方支付 作 者，黄 胜 指导老师，袁勇志Abstract Study on the optimization of the marketing personnel salary scheme of S pay company II Study on the optimization of the marketing personnel salary scheme of S pay company Abstract Compensation management is an important part of human resource management, which is scientific and rational management of human resources will directly affect the results. Goal is to motivate employees compensation management, management elements are closely linked with the business strategy, to achieve the company's strategic goals has a very important role. Marketing personnel for enterprises operating income is an important force for enterprise development and crucial competitive advantage. Marketers pay scheme is an important component of the competitiveness of enterprises, the ability to directly affect the quality of the sales and marketing staff. Scientific and reasonable compensation scheme in favor of the construction of the marketing personnel to help companies attract, retain talent, continue to inspire enthusiasm, initiative and creativity of their work, to meet the needs of corporate strategy has a very important practical significance. Salary is not just wages, commissions and bonuses this paper we discuss the concept also includes training, promotion and development opportunities, including full pay. Through the S part of the company's sales staff interview survey, we found that the current sales compensation scheme for S's most dissatisfied, mainly due to the lack of long-term, fairness and incentive. Therefore, the current S corporation, in order to curb the high turnover rate, it is necessary to optimize the existing salary scheme improvements that remuneration is more incentive. This paper describes the background to the study of marketing staff remuneration scheme S, purpose and meaning, based on the current situation on the salary S company analysis, company marketing staff remuneration scheme S improved method and content.In this paper, the integrated use of interviews, document analysis, field investigation, observation and other research methods, dialysis S company marketing staff remuneration scheme applicable to S corporation made a reality, with strong operational remuneration package. S combined with the company's existingStudy on the optimization of the marketing personnel salary scheme of S pay company Abstract III resources and competitive strategy, according to the modern design concepts and methods of remuneration, the remuneration of the management of the classical theory into concrete practice of the salary scheme S to optimize the company's marketing staff to improve, expect this thesis research can provide third party payment companies marketing staff to build and improve the remuneration scheme has certain reference and the reference value. KEY WORDS: Compensation Management；Marketing staff salaries；Third-party payment Written by huangsheng Supervised by yuangyongzhi目 录 第 1 章 导 论....................................................................................................................1 1.1 选题的背景及意义...................................................................................................1 1.1.1 研究背景.........................................................................................................1 1.1.2 研究意义.........................................................................................................5 1.2 研究内容及研究方法...............................................................................................5 1.2.1 研究的内容.....................................................................................................5 1.2.2 研究的方法.....................................................................................................6 第 2 章 薪酬相关理论综述................................................................................................7 2.1 薪酬的概念及体系...................................................................................................7 2.1.1 薪酬的概念.....................................................................................................7 2.1.2 薪酬的构成及其体系类型.............................................................................7 2.1.3 构建薪酬方案的原则.....................................................................................9 2.2 具有代表性的薪酬管理理论................................................................................. 11 2.2.1 分享经济工资理论....................................................................................... 11 2.2.2 边际生产理论............................................................................................... 11 2.2.3 供求均衡薪酬理论....................................................................................... 11 2.2.4 人力资本工资理论.......................................................................................12 2.2.5 宽带薪酬理论...............................................................................................12 2.3 激励理论.................................................................................................................12 2.3.1 马斯洛需要层次论.......................................................................................12 2.3.2 双因素理论...................................................................................................13 2.3.3 期望理论.......................................................................................................13 2.3.4 公平理论.......................................................................................................13 2.3.5 麦克利兰成就需要理论...............................................................................14 2.4 营销人员薪酬管理概述.........................................................................................14 2.4.1 营销人员的界定...........................................................................................142.4.2 营销人员工作特征分析...............................................................................15 2.5 营销人员各种薪酬方案分析.................................................................................16 2.5.1 纯佣金制与纯薪金制...................................................................................16 2.5.2 基本薪酬加佣金制.......................................................................................17 2.5.3 浮动定额制..........................................................