The Research On The Salary Satisfaction Of HD Company Marketing Staff

In the globalization of world economy, salaries become the major and reliableincentive method. The salary satisfaction of employees directly affects their workenthusiasm and passion for work, and will affect productivity and economicefficiency of enterprises. Salary satisfaction receives more and more attention fromenterprises and academics, and the\research on salary satisfaction has also become ahot spot in the study of salary satisfaction. Some achievements have been made, butthe influences factors and countermeasures of the salary satisfaction raised just ingeneral degree, not deep enough. HD company marketing staff is the core strength tohelp the company to achieve the market value, but the salary satisfaction is low,resulting in low work enthusiasm, staff turnover and serious problems affecting theimplementation and development of the enterprise market value.The thesis includes four parts. First, it introduces the situation of salarysatisfaction at home and abroad, and explains the content and research method.Second, it analyzes the influencing factors of salary satisfaction from the aspects ofpersonnel structure and salary of HD company marketing staff.The author wasreferring to salary satisfaction survey scale, and designed the salary satisfactionquestionnaires for the HD company marketing staff and conducted an investigationon their salary satisfaction. The salary satisfaction surveys were conducted from fouraspects: salary and compensation, appraisal and motivation, training, and workingenvironment and teams. The reliability and validity of the survey results have beenanalyzed. On the whole, the staff is basically satisfied with their salary, but thesatisfaction degree of salary and treatment and work and training is low. The reasonsare that marketing staff are not satisfied with respect to training and educating, singlecareer path, less promotion opportunities, which caused dissatisfaction. Training andeducating, and promotion belongs to the contents of the non-economic aspects ofremuneration. Finally, the thesis puts forward countermeasures to enhance the staffsalary satisfaction from the non-economic and economic aspects. Through improvingsalary treatment and bonus distribution system, introducing capacity wages, non-currency salary,career planning and designing for the marketing staff, the staffcan manage their career planning. The staff can achieve development opportunitiesby horizontal and vertical design staff career development and promotion channel,and realizes the psychological demands of employees, really increasing employeesalary satisfaction, and actively participates with enthusiasm in work to achievehealthy and sustainable development of enterprises.