| MH company belonging to the building materials industry in a new industry ---- dry mortar industry. Dry mortar from the fifties of the last century originated in Austria and Finland. With the world the development of energy-saving insulation, dry-mixed mortar for building energy conservation an important component of the very rapid development in China.MH company belonging to the building materials industry in a new industry ---- dry mortar industry. Dry mortar from the fifties of the last century originated in Austria and Finland. With the world the development of energy-saving insulation, dry-mixed mortar for building energy conservation an important component of the very rapid development in China.One of the elements of human resources as a resource, its configuration is bound to comply with the requirements of the rules of market economy, the flow of talent will be the price - the impact of salary to the highest areas, enterprise mobility has become a normal phenomenon. The level of pay in the talent market to reflect the competitive edge. The establishment of a scientific and reasonable, and in the talent market with strong competitive salaries modern enterprise system is a must for every issue of importance, especially the development of the small and medium enterprises.MH's pay system was established in 2006. Although at that time still have some typical, but as the business changes in market environment and industry, as well as corporate system MH establishment and constant improvement of the existing pay system has been significantly constrained the development of MH's. Therefore, to explore how to create a set of fairness, incentive marketing and competitive remuneration system of MH such as small and medium-sized enterprises, especially dry-mixed mortar has a strong practical significance. In this paper, the second chapter is devoted to the pay and performance management-related theory, first introduced the concept of pay and the new meaning of pay, followed by introducing a complete pay system to determine salaries for the economy the focus of this paper. Then the pay in the economy, the salaries of four important components: basic salary, bonuses, additional pay and benefits. .The second part of the second chapter focuses on the incentive pay related theories, including Maslow (Maslwo) the need for the level of theory, Hao Ginzberg (Herzberg) two-factor theory,弗隆姆(VHVroom) the expectations theory Adams (AdamS) theory of fairness, human capital theory, such as 10 kinds of commonly used theories, the third part introduces the relevant theory of performance management, including performance management of content and methods.In the second chapter also analyzes the incentive pay system for the modern enterprise development trends: 1, comply with the history of inheritance and continuity; 2, adhere to the "people management" "people-oriented" thinking; 3, a high proportion of pay and performance-related; 4, more and more transparent pay system; 5, pay attention to communication. Chapter III of the paper is a marketing system and the mode of remuneration of comparative analysis. First of all, in this chapter an analysis of the classification of marketing personnel and characteristics. Marketing characteristics of personnel management and remuneration of his system and the other employees are very different; marketing means marketing in the enterprise engaged in the work of all professional staff, including marketing manager, regional manager, sales representative and sales assistants. Often divided into marketing management and general marketing. Characteristics of marketing are: 1), the working hours of free, flexible, multi-act alone; 2), the performance of concrete results can be displayed and easy to quantify; 3), the uncertainty of performance; 4), the work of more mobility, etc.Chapter III to carry out the second part of the remuneration of a marketing analysis of influencing factors. Including external factors, internal factors and personal factors marketers; and then marketing and other corporate executives to compare the pay system, marketing system, staff pay and input output equal pay; pay area standard is based on standards, industry standards and job evaluation; performance indicators can be quantitative, qualitative. In addition comparison of the six common corporate marketing staff salary model: 1, pure wage model, that is, the salary system; 2, wage + bonus mode; 3, business model or percentage commission system; 4, wages + business percentage (or commission ) mode; 5, wages + business percentage (commission) + bonus mode; 6, the total amount of decomposition model. Six pay model has its own rationality is bound to arise with the existence of all and the scale of business, commodity supply and demand situation, especially with a certain mode of operation of the economy linked. All walks of life as a result of the situation of enterprises in which different values of business decision-makers, business philosophy and experience have to judge the difference between different enterprises in the same period of time or different times the same enterprise or even the same companies during the same period, there will be a different mode of remuneration. The fourth part of Chapter III analyzes the salaries of marketing staff relations and performance management for the back pay and performance management provide the basis for the combination. Five-part marketing staff in the pay system to grasp the right timing and marketing pay pay pay pay pay incentive effect of transparency on the impact of a great analysis.Chapter IV analyzes thesis marketing MH status of remuneration management. First of all, the company introduced the MH and the MH profile marketing staff the existing pay system, and marketing on the MH status of staff salaries in the survey. Methods of investigation are: 1, issued questionnaires to all marketers MH; 2, finishing the last few years the company's recruitment information; 3, the disclosure of information collected; 4, through other various methods and channels to collect information on the remuneration . Results showed: (1) marketing staff on the whole pay system with lower satisfaction. (2) the lowest satisfaction with the company benefits, company marketing officers ignored the demand for social welfare. (3) internal communication enterprises pay no more than half of satisfaction. (4) on "the design of the company pay reasonableness" of the investigation. Surveyed are not satisfied with the 61.9 percent pay staff, the original response to a marketing center not pay employees the recognition system, which also shows that business-to-pay research and design is not science. At the same time, peer-comparison of the remuneration packages of corporate marketing corporate marketing staff found MH salary is not low. In a large number of investigations and studies and analyzed after the MH remuneration management marketing major problems: (1) sales is extremely difficult to control; (2) marketing staff with no loyalty to the awareness of enterprises; (3) can not be established with Marketing the spirit of teamwork culture; (4) damage to the image of the situation of enterprises occur from time to time; (5) the existing methods can not pay sales marketing staff to promote the concept of change, is a typical product of the concept of the product; (6) Overall, the marketing team, the contribution rate of its far from satisfactory. (7) Marketing Center in the company as a result of an extremely important position, and marketing departments as the company's marketing manager for the backbone of the pay structure of its obvious there are unreasonable. Etc.In a theoretical preparation, the survey we carried out an analysis MH company pay and performance appraisal system designed to improve the program --- that is, the fifth chapter of the thesis. First, the basis of the foregoing analysis, the theory has been prepared to determine the remuneration of MH design of marketing concepts and principles: the idea of the pay structure is based on the actual situation of the company with the company's future development strategy, combined with performance-related pay and the results embodies a fair and reasonable request, the remuneration system designed to be more competitive, encouraging, and fully mobilize the work of all staff enthusiasm, initiative and creativity, in order to bring more business interests. Pay design principles are: (1) the principle of fairness; (2) the principle of economy; (3) the principle of strategic orientation; (4) the principle of competition; (5) the principle of incentive; (6) the principle of legality; ( 7) The principle of flexibility; (8) the stability of the principle; (9) the effectiveness of the principle of payment of salaries. MH followed by a clear marketing department's organizational structure, jobs, tasks, goals. Third MH marketing staff to determine the remuneration from the basic pay, incentives, allowances and benefits constitute the four parts. Part of the basic salary, set according to the marketing staff positions to determine the basic pay. MH marketing program in the basic pay of each post there are several pay grades, even if the job did not upgrade, can also increase the salaries; various positions to allow the cross-cutting the salaries of high-level positions sometimes pay more than low-grade low a level of high-level positions with low pay; in accordance with the marketing staff at different levels, different performance of the design of the pay range, reflecting the different positions the same performance difference between the remuneration; general marketing and marketing management of the salary equal pay for work on the relationship between certain to meet the needs of different people to different career direction. Part of the pay award in accordance with the objectives set theory, combined with enterprise development strategies need to set up a royalty business, team performance bonuses, the development of Customer Award, their distributors, sales agents commission, in particular, incentives and other awards.In benefits by not less than the industry standard to determine the benefits of standards, qualifications, length of service, titles given to reflect the value of human capital. According to inspire - hygiene theory, equity theory called for the establishment of the welfare of marketing personnel, of the specific approach is that all of the benefits listed in the project, such as: social insurance (life insurance, unemployment insurance, old-age insurance, etc.), paid holidays, cheap housing, Child day-care services, industrial accident compensation, free lunches, transportation costs, communications costs of subsidies, etc., and divided into two categories namely, the fixed part and non-fixed part. Non-fixed in part by the Human Resources Department within the required flexibility in the implementation of quotas.In determining the basic salary, incentives, allowances, benefits, in accordance with the relevant performance management theory, some pay with a combination of performance appraisal, first of all marketing staff to determine the performance of MH assessment is divided into: key performance indicators for evaluation (to measure the results of the work ) assessment process performance indicators (to measure behavior, performance and quality) in two parts, and then determine the course of key performance indicators and performance indicators. In the set of basic pay and team performance award and the specific method of performance appraisal.Chapter V to determine the final release of a variety of pay and salary requirements.The main conclusions of this paper are: (1) the construction of the core competitiveness of enterprises is the most important aspects of human resources. The design of scientific application of the pay system is the human resources priority; (2) reasonable and effective marketing staff salaries must follow the objective law of human nature, in line with the marketing personnel of the particularity of groups, follow the fairness, competitiveness, motivation the principles of; marketing for the remuneration of the management of the development of enterprises of strategic importance; (3) pay system enterprises and enterprise development to the status quo and strategic match, pay system only in specific business context to play the role of facilitator; (4) to establish scientific and reasonable evaluation system is incentive pay to play a critical condition; (5) science, a reasonable amount of wages can not be separated from good communication, communication is a pay incentive pay system the soul; (6) welfare is an important factor that can not be ignored, the benefits of active and effective use of internal relationships can be smooth, reducing labor costs, the formation of good corporate culture, enhance cohesion.Many of the inadequacies of this article, remuneration as a result of the marketing aspects of system design and covers a wide range of complex, coupled with my limited ability and experience, to be in the company of long-term concern MH, practice, research continuously be improved. |
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