A Study On The Optimum Design Of Marketing Personnel Motivation System Of Rongdu Construction Engineering Company Limited

Salary incentive is one of the main incentives for marketing personnel, it is widely used in the corporate governance structure of China's construction industry. With the increasing improvement of motivation system, the disadvantages of salary incentive becoming increasingly prominent, and the material incentives have been unable to meet the needs of business and marketing personnel by solely rely on the employee performance. The single incentive system will not only affect the employees' enthusiasm for work, but also result for the rising marketing staff turnover rate in some degree, and lead to the development dilemma for enterprise.Although a lot of existing researches focus on incentives and achieved fruitful results, few study the marketers incentive system. Based on motivation theory, we developed incentive system design principles, it includes build incentive system based on development strategy of enterprises, make the improvement of performance as design goals,and take into account of personal development and socialist core values. The incentive is divided into short-term incentives and long-term incentive. We should follow certain procedures when we design incentive systems, they are looking at the existing system, finding the problems of incentive system, optimizing and amending incentive system, and timely tracking and feedback. This study adopts questionnaires and interviews analysis, investigates from satisfaction, motivation, compensation and demand situation. The results are as follow:Firstly, the key factors which can affect marketing staff incentives are salary levels, job content, career development, training opportunities and capacity building and corporate culture. Secondly, Rongdu construction company has many problems on marketing staff incentive system, the performance evaluation mechanism is not scientific, the training and development system is imperfect, the marketing personnel values can not meet,and the marketing personnel career is not smooth. Thirdly, the company should integrated use material incentives, spiritual encouragement and personal motivation, well-designed performance appraisal and supervision system, provide training opportunities for staff, and design incentive policy vary due to different situations. Last of all, Rongdu construction company should implement safeguards for marketing personnel incentive system, strengthen marketing personal selection and training, establish and improve incentive mechanism which combine forward guidance and negative constraints, promote marketing staff salaries and benefits management approach, strengthen communication and feedback and create incentives culture.Thesis using the current incentive theory, combining both companies Yung current problems, improve mental stimulation, material incentives, personalized incentives and other measures to fully explore the potential of marketing staff to enhance the competitiveness of enterprises. Optimization of all the company's marketing staff Yung incentives, the successful use of optimized marketing staff incentives, the company will optimize state-owned enterprises and similar incentives marketers practical reference.