吉林市国际旅行社导游薪酬方案设计 旅游业是一个“无烟产业”，它和汽车业、石油业并列为世界三大产业。改革 开放以来，随着旅游市场的不断扩大，我国的旅游业也有了非常迅猛的发展， 旅行社的数量如雨后春笋般不断增多，各旅行社之间不光有竞争，也有着广泛 的合作，从而推动着我国旅游业不断地向前。加快旅游企业重组整合，鼓励开 发特色旅游商品。完善的导游工资制度是旅行社乃至整个旅游业稳定发展的基 础。 本文从分析吉林市国际旅行社人力资源管理现存问题及原因入手，对吉林 市国际旅行社导游的薪酬进行了探讨，目的是通过薪酬的改进将导游的个人利 益和个人利润与公司的效益相结合，有效地体现了个人收入的分配原则，并能 够调动导游的工作积极性，充分发挥导游的个人潜力。 首先，简要地介绍了吉林市国际旅行社的企业背景。吉林市国际旅行社是 吉林地区唯一一家经国家旅游行政管理部门批准，准许经营中国公民出境旅游 业务的旅行社。现已开通欧洲、土耳其、埃及、南非、新加坡、印度等国家的 近 60 条旅游线路，昆明、海南、山东、桂林、上海等国内各地百余条旅游线路。 2005 年吉林市国际旅行社同吉林市海外旅行社通过强强联合，整合重组合并成 为一家公司。充分发挥吉林市国际旅行社的出入境游和海外旅游公司国内旅游 及航空包机的优势，起到优势互补，强强联合。 第二，对吉林市国际旅行社的外部环境与行业进行了环境分析。我国长期 以来政局稳定，始终坚持走和平发展之路，政府对旅游业的重视程度不断加大， 与其相应的法律法规也不断完善。公路、铁路、飞机的快速发展使人们的出行 更加的方便快捷。这为旅游业的快速发展提供了良好的环境。截止到 2009 年底， 旅行社的数量达到 21649 家，营业收入 1806.53 亿元，净利润总额 11.48 亿元。 在这一阶段部分旅行社经过了长期的积累具备了一定的规模和实力，开始进行 大举并购，走规模化的发展道路。旅行市场趋向集中化发展。第三，以分享工资理论为基础，借鉴国内其他旅行社的薪酬状况，提出薪 酬的调整应该注重薪酬体系中内部的公平性。如导游所在岗位的特点，关注导 游的个人价值（如等级、受教育程度、工龄、语种）、岗位能力价值，以及员 工对企业贡献度的个性化差异。同时在实施过程中需要根据内、外部环境的变 化对新薪酬制度进行合理的动态调整。 最后，从以下六个方面对吉林市国际旅行社的导游薪酬进行设计，其主要 内容如下， 1. 基本工资，导游每月带团获得点数后，每个月导游所获得基本工资应为， M=a+bm，M，导游本月的基本工资，m，该导游本月所获得的评价点数，a， 导游本月不带团的最低工资 680，b，该旅行社上一年其他员工的平均月基本 工资水平。 2. 导游年/季度的导游所获得奖金应为，A= Y 10%÷X 1 －Xn，式中，A，导 游得到奖金数，Y，为公司年度利润总额；X 1 ，公司导游总人数；Xn， 导游奖金惩罚数。 3. 带团补助为，B=a+c，式中，B，导游带团补助，a，带团导游的语言，c，带 团导游的等级。 4. 根据分享工资理论，旅行社所得到的佣金应该与导游共同分享，以达到提高 导游的工作热情的目的。 5. 在小费的收取上可以借鉴国内其他旅行社的经验，“如果您对导游和司机的服 务十分满意（不是九分满意），请每人每天付小费 5 元（人民币），这完全是 游客自愿的。 6. 制定有激励性的福利方案。为了达到激励导游的目的，除了为导游交纳“五险” 之外，还设计了诸如导游的培训、晋升方面的优先待遇，并以制度作为保障。 关键词， 分享工资理论 导游薪酬设计 人力资源管理Abstract Jilin City International Travel Agency Compensation Scheme Design Tourism is a smokeless-production. It listed as one of the world's three major industries with auto industry, oil industry. Since China has adopted the reform and opening-up to the outside world policy along with the expanding of tourism market, China's tourism industry has been developing very rapidly ,at the same time, the number of travel agencies has sprung up . All the travel agencies not only compete with each other but have extensive cooperation, thus it could promote tourism industry move forward. Speeding up the reorganization and integration of tourism enterprises, encouraging the development of tourism products, completing travel guide and the whole wage system are the basis for stable development of the tourism industry. Based on the analysis JLITS Human Resource Management Problems and the causes of these problems, this article discuss the remuneration of the tourist guide so as to combine the personal interests and profits with the company's efficiency , which reflects the personal income distribution, mobilizes the enthusiasm of every tourist guide, and develop fully guide's potential and creativity. A brief introduction to JLITS business background is first presented. JLITS is the only travel agency in Jilin Province approved by the National Tourism Administration, and have permission to run outbound travel. Now opening to Europe, Turkey, Egypt, South Africa, Singapore, India and other countries, nearly 60 tourist routes abroad, and Kunming, Hainan, Shandong, Guilin, Shanghai, hundreds of tourist routes in China. In 2005, JLITS combining with Jilin City Overseas Travel Agency ,restructured and merged integration. So that this opportunity givesJLITS full play for domestic and overseas travels and both the agencies got complementary advantages Secondly ,we have an environmental analysis of the external environment and truism. We have been in a political stability for a long time, and always adhere to the path of peaceful development. The Government's emphasis on the tourism industry, with its relevant laws and regulations have been improved. Road, rail, rapid development of the aircraft bring convenience for people to travel. This rapid development of the tourism industry provides a good environment. By the end of 2009 the number of travel agencies had reached 21,649, operating income 180.653 billion yuan, and total net profit was 1.148 billion yuan. At this stage some travel agents have accumulated a certain size and strength to begin large-scale mergers and acquisitions. Travel markets tend to have centralized development. Thirdly drawing from pay status of other domestic travel agencies, we should focus on internal pay equity based on wage theory. For example: post characteristics , personal values of tour guides (class, educational level, length of service, language), value of the job ability and personalization differences contribution of staff tof the enterprise. At the same time in the implementation process we need to adjust internal and external environmental changes on the new remuneration system. Finally, ITS tour guides’ salary can be designed from the following six aspects , its main contents are as follows: 1. Basic salary: tour guides earn points every month, the monthly basic salary received by tour guides should be: M = a + bm, M:this month's basic wage, m: the evaluation points obtained by the tour guide in the month, a: the minimum wage of the month 680 obtained by the tour guide, b: other employees average wage level of the travel agency in the previous year. 2. yearly / quarterly bonus of a tour guide should be: A = Y o 10% ÷ X1-Xn, where: A: how much bonus obtained by a tour guide , Y: the total annual profit of the company;X1: the total number of the agency; Xn: how much penalties from bonus. 3. allowance is: B = a + c, where: B: allowance for the tour conducted by a tour guide, a: the language of tour guides, c: the level of tour guides. 4. According to wage theory, travel agencies should share commission with tour guides in order to increase enthusiasm of tour guides. 5. In charge on the tip , travel agency can learn from the experience of other travel services : If you are fully satisfied with the service guides and drivers ,please pay for 5 yuan per person per day (RMB), which is totally voluntary. 6. The purpose to draw up a stimulating welfare program is to achieve the effect of encouraging tour. In addition to paying for the five insurances, agencies designs preferential treatment such as the tour guide training , promotion and system as a safeguard. Key words: Share salary theory , Guide salary design , Human Resources Management目 录 引 言..................................................1 第 1 章 吉林市国际旅行社概况及环境分析 ...................2 1.1 吉林市国际旅行社概况............................... 2 1.2 环境分析........................................... 3 第 2 章 吉林市国际旅行社导游薪酬的问题及原因 ............20 2.1 吉林市国际旅行社导游薪酬存在的问题................ 20 2.2 吉林市国际旅行社导游薪酬问题的原因分析...