软件公司销售人员的奖金优化

第1页软件公司销售人员的奖金优化——以A公司北京总部为例摘要薪酬一直以来便是企业人力资源管理部门乃至整个企业都格外重视的一项企业战略工作。销售人员的薪酬模式是基本工资加奖金型的，其基本工资在薪酬中所占的比例是很小的，能够激励销售人员从事销售工作的主要来源就是奖金的发放。因此，奖金设计的合理性成为销售人员薪酬体系的重中之重。奖金是吸引他们树立对销售工作的兴趣和提高对企业的忠诚度的强大动力，由此可见，针对销售人员设计一项高竞争性的奖金体系对留住销售人才，降低企业的运行成本都具有重要意义,对于企业的普通员工和整个企业的发展战略来说是双赢的效果。笔者利用在A公司北京总部的实习经验，通过观察及访谈该公司的销售人员及其他同产品公司的销售人员的薪酬及奖金体系，发现该公司现行奖金制度在公平性和市场性方面都存在一些问题，不能从整体上发挥奖金的激励作用。于是笔者利用所学的人力资源管理知识特别是奖金设计方面的理论知识加上在A公司的实践经验，从理论和实践两个方面来浅析一下该公司销售人员的奖金设计的问题，并进行原因分析，通过所学的经济学数学模型和人力资源管理薪酬奖金模型对该公司的奖金方案优化设计，使其更加适合该公司的实际应用发展。关键词:软件公司销售人员奖金优化方案第2页THEOPTIMIZATIONSCHEMEOFSALESBONUSESINASOFTWARECOMPANY——ACOMPANYHESDQUARTEREDINBEIJINGASEXAMPLEAbstractCompensationhasbeentheenterprisehumanresourcesmanagementdepartmentsandthewholeenterpriseaspecialattentiontocorporatestrategywork.Salesofthecompensationmodelisthebasicwageplusthebonusoftheirbasicwagesintheproportionofthepayisverysmall,toencouragesalesstaffengagedinsalesisthemainsourceofthebonuspayment.Therefore,thedesignoftheprizemoneyofareasonablecompensationsystemforsalesstaffsthetoppriority.Prizemoneytoattractthemtoestablishaworkinginterestinthesaleofenterprisesandenhancetheloyaltyofapowerfuldrivingforce,Evidently,forsalesstafftodesignahighlycompetitivesystemofbonusestoretainsalespersonnel,reducebusinessoperatingcostshavethesignificanceofthegeneralstaffofenterprisesandenterprise-widedevelopmentstrategyisawin-winresults.AcompanytheauthoruseintheBeijingheadquartersoftheinternshipexperience,throughobservationandinterviewswiththecompany'ssalespersonnelandotherproductsthatthecompany'ssalesstaffpayandbonussystem,thecompanyfoundthattheexistingbonussysteminafairandmarketaspectstherearesomeproblems,cannotplaythewholeoftheincentivebonus.EspeciallydesignprizesinadditiontotheoreticalknowledgeofthepracticalexperienceAcompany,fromboththeoreticalandpracticalaspectsofthecompany'ssalesstaffaboutthebonusissueofdesignandAnalysis,throughthestudyofmathematicalmodelsineconomicsandhumanresourcemanagementmodelofpaybonusestothecompany'sbonusprogramtooptimizethedesign,makingitmoresuitableforpracticalapplicationofthecompany'sdevelopment.Keywords:SoftwareCompanySalesStaffPerformanceBonusesOptimizationScheme第3页目录软件公司销售人员的奖金优化....................................................................................................................1——以A公司北京总部为例.......................................................................................................................1摘要............................................................................................................................................................1Abstract.........................................................................................................................................................2目录................................................................................................................................................................3绪论................................................................................................................................................................5（一）选题目的....................................................................................................................................5（二）文献综述....................................................................................................................................51.薪酬与奖金的概念及其相互关系.....................................................................................................52.关于奖金设计理论方面的研究.........................................................................................................63.关于销售人员奖金设计的问题和建议.............................................................................................7一、销售人员绩效奖金设计的必要性........................................................................................................8（一）销售人员的特点........................................................................................................................81.工作绩效直接影响到企业的生存...................................................................................................82.工作时间不确定...............................................................................................................................83.工作过程无法实施有效地控制和监督...........................................................................................84.工作绩效能够衡量...........................................................................................................................85.绩效不稳定，波动性大...................................................................................................................8（二）奖金优化设计的必要性............................................................................................................81．奖金可以提高薪酬的公平性..........................................................................................................82.奖金具有激励性...............................................................................................................................93．调动员工工作积极性，提高组织绩效.........................................