浅议超额四级累进提成和综合业绩指数挂钩在营销人员综合绩效评估及薪酬管理中的运用  

Discussion on the Application of the Linkage between the Over Four Level Progressive Commission and the Comprehensive Performance Index in the Comprehensive Performance Evaluation and Salary Management of Marketing Personnel

作　　者：刘伟国 LIU Wei-guo(Inner Mongolia Lantai Industry Co.,Ltd.,Alxa league 750336,China)

机构地区：[1]内蒙古兰太实业股份有限公司,内蒙古阿拉善750336

出　　处：《盐科学与化工》2020年第9期35-37,共3页Journal of Salt Science and Chemical Industry

摘　　要：营销人员作为企业经济效益的直接创造者和实现者,已经成为企业的宝贵财富,留住核心营销人才也成为企业关注的重点问题。因此,要想留住核心营销人才,就要建立与之相适应的薪酬分配策略和制度,这不仅能直接影响其工作积极性、主动性和创造性,还能对企业推进战略目标实施、促进可持续发展起到十分重要的作用。As the direct creator and implementer of the economic benefits of enterprises,marketing personnel have become the valuable wealth of enterprises,and retaining the core marketing personnel has also become the focus of enterprises. Therefore,in order to retain the core marketing personnel,it is necessary to establish corresponding salary distribution strategies and systems. It can not only directly affect their work enthusiasm,initiative and creativity,but also play a very important role in promoting the implementation of strategic objectives and promoting sustainable development.

关 键 词：超额四级累进提成 综合业绩指数 综合绩效评估 薪酬管理 

分 类 号：F272.923[经济管理—企业管理]