基金行业销售人员薪酬激励体系再设计.doc.doc

基金行业销售人员薪酬激励体系再设计摘要中国的基金业经过不到十年的发展,管理资产从零迅速扩张到 06年底的 5000 亿以上。面对非成熟的市场, 面对非常态的规模扩张, 面对业内高居不下的基金销售人员流动率, 如何建立有针对性的薪酬激励机制, 提高销售人员的满意度,稳定和发展高绩效销售团队,都是目前全行业共同关注和探讨的问题。本文采用理论研究和实证研究相结合的研究方法,通过对薪酬设计理论、激励理论以及绩效管理理论的回顾, 借鉴和分析国内外相关行业的销售人员薪酬体系, 以富国基金管理有限公司为研究对象, 分析和总结其过往以及当前的薪酬体系,通过对其基本薪酬、浮动薪酬以及绩效管理三方面的再设计,重新构建以打造高绩效团队、支持公司持续发展、关注专业营销为目标的三方位薪酬激励体系。本文共分为五章内容,基本框架如下: 第一章阐述了选题的由来,研究的目的以及研究的意义; 第二章回顾了薪酬管理的相关理论,并结合个人的实践经验予以分析和总结;第三章重点探讨针对销售人员的薪酬体系模式; 第四章是整个论文的主体部分:首先介绍行业、公司以及销售团队的背景; 其次回顾和分析国外相关行业以及研究对象的销售人员薪酬体系; 昀后针对上述分析中存在的问题, 运用相关的理论知识, 提出合理的解决方案并建立三方位的薪酬激励体系。第五章为论文的结尾部分,简要分析了该套体系的价值以及研究中存在的不足。关键词:基金;销售;薪酬;激励 1Abstract With the development ofChina ’sfund industry inless than adecade, its assets value under management rapidly expanded from zero to500 billion by the end of 2006 .In the face ofimmature markets, inthe face ofabnormal expansion ofthe assets value under management, inthe face ofthe high sales staff ’s turnover, mon issue under discussion that how toestablish acompensation incentive system to enhance sales satisfaction, tomaintain and develop high-performance sales team The paper use the method oftheoretical research and empirical studies toestablish acompensation incentive system ofsales staff which focus onbuilding ahigh performance sales team, supporting the sustainable development and concerning about the professional sales byreviewing and handling pensation design theories, motivation theories and performance management theories. Fullgoal fund pany isour study object and wedoredesign the basic salary, float salary and performance management byusing the relevant theories and experienceThis paper isdivided into five chapters. The fundamental framework isas follows: The first chapter sets forth the reasons why the topic was chosen and the study ’ssignificance The second chapter reviews the theories pensation managementThe third chapter focuses ondiscussing the pay incentive modes ofsales staffThe fourth chapter isthe main body ofthe whole paper. First, wereview the