浅析中小企业的薪酬激励

南昌大学共青学院学士学位论文I浅析中小企业销售人员薪酬激励专业：工商管理学号：8053107032学生姓名：谢宝文指导教师：魏永平摘要在高度竞争的市场经济条件下，企业能否占有高比例的市场份额，能否提高销售利润对于一个企业的生存和发展是非常重要的，销售人员是企业销售力的源泉，而销售力是企业的核心竞争力，尤其是在经济衰退期，销售力更是企业存亡的关键要素。销售人员是直接为企业带来收入进而决定利润的行为个体，这种关系就决定了销售人员对于企业的重要性。企业能否拥有一个优秀的销售团队和能否发挥销售人员的最大效用往往关系到企业的生存和发展，制定激励性的薪酬制度激励企业最重要的资产——销售人员，就成为企业员工激励的重中之重。近几年来，我国中小企业越来越意识到销售人员的薪酬激励问题，销售人员的薪酬激励也得到了一定程度的完善。但在销售人员的激励性薪酬设计方面，中小企业还面临着很多挑战。直接表现的现象就是家族式管理思想的滞后性、薪酬公平度低、薪酬差异大、薪酬模式单一、薪酬模式缺乏创新等等，这反映出薪酬激励部分是每位中小企业管理者应当重视的问题。本文通过对我国中小企业销售人员的特性以及中小企业销售人员薪酬激励现状的分析，并结合相关理论知识和前人研究的结论，提出了一些完善的建议和策略：第一，家族式管理思想的转变；第二，建立弹性的销售人员薪酬激励制度；第三，销售人员薪酬激励的动态性改进；第四增强销售人员激励性薪酬的公平性；第五，建立灵活的奖金制度和自助式的福利体系；第六，非货币性薪酬激励。关键字：中小企业；销售人员；薪酬；激励南昌大学共青学院学士学位论文IIIncentivepayofsalesstaffofSMEsAbstractInahighlycompetitivemarketeconomy,enterprisescanshareahighpercentageofmarketshare,profitscanincreasesalesforacompany'ssurvivalanddevelopmentisveryimportant.Salesstaffisthesourceofenterprisesalesforce,whilethesalesforceisthecorecompetitivenessofenterprises,especiallyinarecession,salesforceisakeyelementofcorporatesurvival.Salesrevenuefortheenterprisedirectlyandthendeterminethebehaviorofindividualprofit,thisrelationshipdeterminestheimportanceoftheenterprisesalesforce.Enterprisescanhaveagoodsalesteamandsalesstaffcanplayamaximumeffectivenessisoftenrelatedtothesurvivalanddevelopmentofenterprises,developmentofincentiveincentivepaysystemthemostimportantbusinessassets-salesstaff,staffmotivationtobecomeToppriority.Inrecentyears,salesofsmallandmediumenterprisesareincreasinglyawareofthepayincentiveproblems,incentivepayofsalesstaffhasalsobeenadegreeofperfection.Butinthesalesincentivecompensationdesignstaff,theSMEsalsofacemanychallenges.Phenomenonisthedirectexpressionofthelagoffamilymanagementthinking,lowpayequity,salarydifferences,andpayasinglemodel,lackofinnovation,andsopaymodels,reflectingtheincentivepayisthateachpartoftheproblemofSMEmanagersshouldpayattentionto.BasedonthecharacteristicsofSMEsandSMEsalesstaffsalesincentivecompensationofthestatusquo,combinedwithrelevanttheoreticalknowledgeandpreviousresearchfindings,madesomegoodsuggestionsandstrategies,First,changesinfamilymanagementthinking;Second,toestablishaflexiblesalesforcecompensationincentives;Third,thesalesstafftoimprovethedynamicsofincentivepay;thefourthincreasesalesofequityincentivecompensation;Fifth,theestablishmentofFlexibleself-bonussystemandwelfaresystem;sixth,non-monetaryincentivepay.Keywords:SMEs,sales,pay,incentive南昌大学共青学院学士学位论文III目录摘要..................................................................................................................IAbstract................................................................................................................II引言....................................................................................................................1第一章薪酬激励理论概述................................................................................21.1薪酬激励理论..................................................................................................21.1.1薪酬的内涵...................................................................................21.1.2薪酬理论.......................................................................................21.1.3激励理论.......................................................................................31.2薪酬激励理论在企业中的应用及其重要性..................................................5第二章我国中小企业销售人员薪酬分析........................................................72.1中小企业销售人员特性分析..........................................................................72.1.1中小企业销售人员的内涵...........................................................72.1.2中小企业销售人员的特性...........................................................72.2中小企业销售人员的薪酬及组成..................................................................72.2.1中小企业销售人员的薪酬及其组成形式...................................82.2.2影响中小企业销售人员薪酬组成的因素...................................9第三章我国中小企业销售人员薪酬激励现状及问题分析........................103.1我国中小企业销售人员薪酬激励现状........................................................103.1.1现状概况.....................................................................................103.1.2我国中小企业销售人员薪酬激励存在的问题.........................103.2我国中小企业销售人员薪酬激励问题的原因分析....................................12第四章改善我国中小企业销售人员薪酬激励的对策..................................134.1中小企业销售人员薪酬激励原则................................................................134.2改善我国中小企业销售人员薪酬激励的具体措施....................................134.2.1家族式管理思想的转变.............................................................134.2.2建立弹性的销售人员薪酬激励制度.........................................144.2.3销售人员薪酬激励的动态性改进.............................................154.2.4增强销售人员激励性薪酬的公平性.........................................164.2.5建立灵活的奖金制度和自助式的福利体系.............................164.2.6非货币性薪酬激励.....................................................................17结论................................................................................................................18参考文献....................................................................