Hunan Bs Logistics Company Marketing Staff Remuneration System Optimization Design

At present, the logistics as a new basic services, to foster domestic production, pulling in residents' consumption, increase public employment and plays a more and more important role. Shares of market, expand the share in the fierce competition, each logistics companies in the marketing personnel and market the most deeply, and contact is the most direct, opponent with customers, the most intimate relations in the realization of enterprise development strategy plays the key role "vanguard". Therefore, how to build a stable and efficient and enterprising, standard marketing staff bears enterprise vicissitudes, has been all logistics companies pay much attention to the important issues. However, the current because our country most logistics company startting evening for human resources management, the theoretical understanding of superficial but relatively single method, lead to the marketing personnel management subjective optional sex is stronger. Establish scientific marketing personnel salary system is to improve the management of marketing team, and further stimulate their level of the initiative, enthusiasm and creativity, promote the company realized the effective way of marketing target.This paper takes Hunan BS logistics companies Marketing Department as the research object, and discusses the marketing personnel salary system optimization design. It firstly summarizes chinese-foreign compensation theory and modern knowledge, introducing company and Marketing Department's basic situation, analyses the marketing personnel salary system present situation, the union of the marketing personnel salary satisfaction survey, field interviews, the study concludes its compensation system problems and reasons:salary strategy is not clear, salary structure imbalance, salary payment, then equalitarian according to related compensation theory knowledge, the use of quantitative and qualitative analysis method of combining the compensation system, further clarifying the ideas, optimized design of salary after scientific post analysis, post evaluation, determine the relative value of each job sorting, setting up reasonable salary grades to better reflect the characteristics of the performance post differentiation with performance salary executes salary structure more closely, strengthen the elasticity, make clear further salary basis, to better reflect the efficiency, and in the light of to achieve a new direction of possible salary system puts forward relevant measures.This research process and the result is not only for Hunan BS logistics company marketing personnel set up a relatively scientific and reasonable salary system, and for similar enterprise marketing personnel salary system optimization design has reference value.