t公司销售人员薪酬体系优化分析

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1、华中科技大学硕士学位论文图目录图1-1T公司2010—2012年销售人员离职率·······························2图1-2T公司销售人员离职原因分析·········································2图1-3T公司销售人员2012年敬业度调查结果····························3图1-4技术路线图································································11图2-1销售人员学历情况····························

2、···························14图2-2销售人员年龄情况·······················································15图2-3销售人员来源分布·······················································15图3-1劳动力需求与供给平衡·················································22图3-2市场薪酬水平示例·····················································

3、··23图3-3市场薪酬结构示例·······················································23图3-4薪酬结构模型·····························································24图4-1仪器仪表行业2012销售人员薪酬数据·····························27图4-2T公司销售人员薪酬策略线···········································28图4-3T公司销售人员薪酬等级结构····················

4、····················28图4-4超额奖······································································31图4-5上半年离职率同期对比·················································35图4-6T公司销售人员2013敬业度调查结果······························36V万方数据华中科技大学硕士学位论文表目录表2-1T公司销售类标准职位···········································

5、······14表2-2T公司销售人员薪酬科目··············································16表2-3T公司销售人员薪酬固浮比···········································17表2-4T公司销售人员考核中个人业绩与团队业绩的关系·············17表4-1各职位的薪酬变动比率·················································29表4-2地区差系数··················································

6、··············29表4-3各职位的薪酬固浮比····················································30表4-4固定月薪不变下的各职位目标年薪增幅····························32表4-5修正的固定月薪不变下的各职位目标年薪增幅···················34VI万方数据华中科技大学硕士学位论文1绪论1.1研究背景与意义2008年世界金融危机后，发达地区市场业务增长乏力，而新兴市场有许多未满[1]足的需要，发展潜力巨大。工业电器行业外资公司，如ABB、罗格朗、西门子、施耐德等，纷纷加大了在新

7、兴市场尤其是中国市场的投入，她们扩大业务规模的很重要一环，就是加强销售队伍的建设，而扩大销售队伍规模，提升销售队伍素质，则是重中之重。销售人员是驱动公司业绩的关键因素之一，然而各企业不得不面对以下现实：其一，工业电器行业规模相对较小，销售人才数量有限；其二，由于产品专业性很强，客户非常专业，成熟销售人员的成长（供应）周期较长（一般在18个月以上），一旦数量不足，很难在短期内实现本行业内生性有效供应。因此，企业要么从其他工业品行业吸引