薪酬问题是企业在市场竞争过程中面临的核心管理问题之一，合理薪酬会使 销售人员的工作积极性大幅度提升。HT 教育集团作为哈尔滨市较早成立的教育培 训机构之一，不断发展壮大形成了师资力量庞大、学生数量众多的省内外知名机 构，但企业发展也凸显出一些薪酬问题。本文立足于公司现有工资数据和实际薪 酬制度运行情形，运用数据统计分析HT教育集团销售人员薪酬现状，并运用调查 问卷和访谈进行补充分析，深入挖掘HT 教育集团销售人员薪酬体系的构建内涵 与运行缺失，在员工管理层面，公司的核心矛盾就是薪酬体系失衡和不合理，逐 渐呈现出急需改进和完善的问题，这些冲击形成销售人员激励缺失，管理混乱， 最终影响到HT教育集团的经营效益。在此基础上，进一步对HT教育集团销售人 员薪酬存在的问题进行归纳，包括基本薪酬设计不合理、产品差异没有纳入到销 售提成中、没有科学的绩效考核标准、福利政策过于简单、薪酬长远性较差等， 这些问题不仅仅是影响员工积极性的主要因素，更是造成企业盈利能力下降的顽 疾。结合相关学者研究，提炼出影响HT教育集团销售人员薪酬的因素，并基于层 次分析法对薪酬问题成因进行细致分析，得出不同影响因素对HT 教育集团销售 人员薪酬问题的作用程度，有针对性的提出政策建议。 关键词：教育行业；销售人员；薪酬；薪酬管理 II Abstract Salary problem is one of the core management problems faced by enterprises in the process of market competition. Reasonable salary will greatly enhance the enthusiasm of sales personnel. HT education group, as one of the early education and training institutions in Harbin, has developed and grown into a well-known institution with a large number of teachers and students, but the development of the enterprise also highlights some salary problems. Based on the company's existing wage data and actual salary system operation, this paper uses data statistics to analyze the current situation of HT Education Group's salesperson's salary, and uses questionnaires and interviews to make supplementary analysis, in-depth understanding of HT In the aspect of employee management, the core contradiction of the company is that the salary system is unbalanced and unreasonable, which gradually presents the problem of urgent need for improvement and improvement, resulting in low enthusiasm and high turnover rate of sales personnel, and ultimately affecting the operating efficiency of HT education group. On this basis, it further summarizes the existing problems of HT Education Group's salesperson's salary, including unreasonable basic salary design, product difference not included in the sales commission, no scientific performance evaluation standard, too simple welfare policy, poor long-term salary, etc., which are not only the main factors affecting employees' enthusiasm, but also cause enterprise profit A persistent disease of declining profitability. Combined with the research of relevant scholars, this paper abstracts the factors that affect the compensation of sales personnel in HT education group, and analyzes the causes of the compensation problem based on the analytic hierarchy process, and obtains the degree of different influencing factors on the compensation problem of sales personnel in HT education group, and puts forward policy suggestions. Key words：Education industry ; Salesmen; compensation; Salary management III 目录 中文摘要 ........................................................................................................................... I Abstract ............................................................................................................................. II 绪论 .................................................................................................................................. 1 一、研究背景 ........................................................................................................... 1 二、研究的目的和意义 ........................................................................................... 2 三、国内外相关研究现状 ....................................................................................... 3 （一）国外研究现状 ....................................................................................... 3 （二）国内研究现状 ....................................................................................... 4 （三）国内外论文现状评述 ........................................................................... 6 四、研究主要内容和方法 ....................................................................................... 7 （一）研究主要内容 ....................................................................................... 7 （二）研究方法 ............................................................................................... 7 第一章 理论基础 ............................................................................................................ 9 第一节 薪酬及薪酬模式 ........................................................................................ 9 一、薪酬 ........................................................................................................... 9 二、销售人员薪酬模式 ................................................................................. 10 第二节 薪酬的激励模式 ...................................................................................... 12 一、薪酬的内容型激励 ................................................................................. 12 二、薪酬的过程激励 ..................................................................................... 14 三、薪酬的行为矫正型激励 ......................................................................... 15 本章小结 ................................................................................................................ 16 第二章 HT教育集团销售人员薪酬现状及问题 ......................................................... 17 第一节 HT教育集团及销售人员薪酬状况 ........................................................ 17 一、HT教育集团简介 .................................................................................. 17 二、HT教育集团销售人员薪酬现状 .......................................................... 18 IV 第二节 HT教育集团销售人员薪酬问题主观感知调查 .................................... 19 一、薪酬主观感知调查目的 ......................................................................... 19 二、薪酬主观感知调查问卷的设计 ............................................................. 20 三、薪酬主观感知调查结果分析 ................................................................. 21 第三节 HT教育集团销售人员薪酬存在的问题 ................................................ 24 一、基本薪酬处于同行业偏低水平 ............................................................. 24 二、可变薪酬未能兼顾产品差异和绩效考核 ............................................. 25 三、间接薪酬缺乏灵活性与长远性 ............................................................. 26 本章小结 ................................................................................................................ 27 第三章 HT教育集团销售人员薪酬问题的成因分析 ................................................. 28 第一节 HT教育集团销售人员薪酬问题的影响因素 ........................................ 28 一、销售薪酬政策的战略导向性 ................................................................. 28 二、销售薪酬结构的内部一致性 ................................................................. 28 三、销售薪酬水平的外部竞争性 ................................................................. 29 四、销售薪酬计酬方式的公平性 ................................................................. 30 五、销售薪酬支付形式的科学性 ................................................................. 30 第二节 基于层次分析法的HT教育集团薪酬问题成因分析 ........................... 31 一、HT教育集团销售人员薪酬问题成因的层次结构 .............................. 31 二、构建判断矩阵和计算重要度 ................................................................. 32 本章小结 ................................................................................................................ 36 第四章 HT 教育集团销售人员薪酬问题的改善策略 ..............