薪酬管理作为企业人力资源管理的重要组成部分，在调动员工积极性和薪 酬激励方面发挥重要作用。随着薪酬管理日益受到重视，薪酬管理实践取得显 著成果，同时薪酬结构不合理、绩效考核不完善和形式化等问题，不利于企业 人才培养和长远发展。基于此，论文以LX企业营销人员薪酬管理问题为研究对 象，重点分析现有薪酬管理中的问题，针对问题提出优化方案并提出保障措施。 首先，论文阐述了薪酬管理内涵、薪酬体系实施流程、影响薪酬管理的因 素和以公平理论、期望理论、双因素理论为核心的薪酬激励理论，为论文研究 奠定了理论基础。其次，论文对LX企业营销人员现行薪酬管理制度深入分析。 LX企业现有薪酬管理机构以人力资源部门、企业营销部门和总经理为主，实施 销售提成制和绩效工资制两种管理模式，以薪级分类及档次、各岗位薪酬构成、 薪酬提成及专项奖励、薪酬发放和薪酬调整为内容的薪酬管理体系。再次，论 文采用资料分析法、问卷调查法等方式，对行业薪酬和企业内部薪酬状况调查 分析，得出企业现有薪酬体系中存在的薪级岗位不合理、薪酬结构不完善、激 励形式单一、薪酬发放不及时、绩效考核形式化等问题。最后，论文提出了LX 企业薪酬管理体系的优化方案。企业薪酬管理体系优化需遵循科学性原则、公 平性原则、竞争性原则、激励性原则、动态性原则。具体优化步骤包括调整薪 级及薪酬档次、优化现有薪酬结构、完善薪酬绩效考核三个方面。基于此，从 管理薪酬与企业战略结合、实施以激励为导向的薪酬、加强薪酬动态管理与调 整、做好信息共享与员工沟通等方面提出了企业营销人员薪酬管理体系实施的 保障措施。 关键词：LX企业营销人员；薪酬管理现状；薪酬管理体系优化方案 III Abstract Asanimportantpartofenterprisehumanresourcemanagement,salary managementplaysanimportantroleinmobilizingemployees'enthusiasmandsalary incentive.Withtheincreasingattentionpaidtosalarymanagement,remarkable achievementshavebeenmadeinthepracticeofsalarymanagement.Meanwhile,the problemsofunreasonablesalarystructure,imperfectperformanceappraisaland formalizationarenotconducivetotalenttrainingandlong-termdevelopmentof enterprises.Basedonthis,thepapertakestheissueofsalarymanagementof marketingpersonnelinLXenterprisesastheresearchobject,focusesonanalyzing theproblemsexistinginthesalarymanagement,andputsforwardtheoptimization planfortheproblems,andputsforwardthesafeguardmeasures. Firstofall,thedissertationexpoundstheconnotationofsalarymanagement, salarymanagementprocess,factorsthataffectsalarymanagement,andpayincentive theorybasedonfairtheory,expectationtheoryandtwo-factortheory,whichlaysa theoreticalfoundationforthestudyofthedissertation.Secondly,thepaperdeeply analyzesthecurrentsalarymanagementsystemofLXenterprisemarketingpersonnel. LX'sexistingremunerationmanagementorganizationsmainlyincludehuman resourcesdepartment,corporatemarketingdepartmentandgeneralmanager,and implementtwosalesmanagementsystems:thesalarysystemandthe performance-basedsalarysystem.Thesalaryclassificationandgrades,salary compositionofeachposition,remunerationandspecialawardsRewards, remunerations,andpayadjustmentsarethecontentsofthepaymanagementsystem. Thirdly,thepaperadoptsmethodssuchasdataanalysisandquestionnairesurveyto investigateandanalyzetheindustryremunerationandtheinternalremunerationof thecompany.Itconcludesthattheexistingremunerationsysteminthecompanyhas unreasonablesalarylevelpositions,anunsoundsalarystructure,andasingle incentiveform.Problemssuchasuntimelyremunerationdistributionand formalizationofperformanceappraisal.Finally,thepaperproposesanoptimization planfortheLXenterprisecompensationmanagementsystem.Theoptimizationof enterprisesalarymanagementsystemmustfollowtheprinciplesofscience,fairness, IV competition,incentives,anddynamics.Thespecificoptimizationstepsinclude adjustingthesalaryscaleandsalarygrade,optimizingtheexistingsalarystructure, andimprovingthesalaryperformanceassessment.Basedonthis,fromtheaspectsof managementremunerationandcorporatestrategy,implementationof incentive-orientedremuneration,strengtheningthedynamicmanagementand adjustmentofremuneration,andinformationsharingandemployeecommunication, etc.,thesafeguardmeasuresfortheimplementationoftheremunerationmanagement systemforcorporatemarketingpersonnelareproposed. Keywords:MarketingPersonnelofLXEnterprise;SalaryManagementStatus; CompensationManagementSystemOptimization V 目录 第1章绪论...............................................................................................................1 1.1研究背景及意义...............................................................................................1 1.1.1研究背景.......................................................................................................1 1.1.2研究意义.......................................................................................................2 1.2国内外研究进展...............................................................................................2 1.2.1薪酬水平决定及影响因素研究...................................................................2 1.2.2薪酬对员工的激励作用研究.......................................................................3 1.2.3薪酬管理制度现存问题研究.......................................................................4 1.2.4薪酬管理体系设计及优化研究...................................................................5 1.3研究方法及内容...............................................................................................6 1.3.1研究方法.......................................................................................................6 1.3.2主要内容.......................................................................................................6 第2章薪酬管理体系相关理论基础........................................................................9 2.1薪酬管理相关概念...........................................................................................9 2.1.1薪酬及薪酬构成...........................................................................................9 2.1.2薪酬管理的内涵...........................................................................................9 2.2薪酬体系实施流程.........................................................................................10 2.2.1薪酬战略分析.............................................................................................10 2.2.2职位分析与评价.........................................................................................10 2.2.3市场薪酬调查.............................................................................................11 2.2.4薪酬结构设计.............................................................................................11 2.2.5薪酬实施及调整.........................................................................................12 2.3影响薪酬体系的因素.....................................................................................13 2.3.1企业外部因素.............................................................................................13 2.3.2企业内部因素.............................................................................................14 2.3.3员工自身因素.............................................................................................15 2.4薪酬管理的激励理论.....................................................................................15 2.4.1公平理论.....................................................................................................15 VI 2.4.2期望理论.....................................................................................................16 2.4.3双因素理论.................................................................................................17 第3章LX企业营销人员薪酬管理的现状分析.....................................................19 3.1LX企业营销部门简介...................................................................................19 3.2LX企业营销人员现行的薪酬管理情况.......................................................20 3.2.1企业薪酬管理机构.....................................................................................20 3.2.2企业薪酬管理模式.....................................................................................20 3.2.3企业薪酬管理内容............................................