薪酬管理是人力资源管理中的重要组成部分也是最为核心的环节，与人事管理、绩效考核、招募甄选和培训发展共同构成完整的人力资源管理体系。营销人员作为企业中的一类特殊且核心人员，如何对其进行薪酬管理是薪酬激励体系设计的难点。一个有效而完善的营销人员薪酬体系应服务于企业市场战略，发挥营销人员积极性与能动性，实现有效激励，保持营销队伍稳定。能够促进企业在市场竞争环境下，有效利用人、财、物三种资源，最大化实现企业营销目标。本文通过对体验式培训A公司营销人员进行调研与访谈，了解营销人员对现有薪酬体系的满意度与看法，深入调研营销人员对薪酬体系中固定、可变薪酬设计的认可程度以及对可变薪酬考核方式（提成比例、考核内容）的看法，并详细发掘对现有福利制度和对内在薪酬（培训、职业发展、个人认可）方面的满意度。通过对人员薪酬满意度的分析与公司现有发展状况的分析，认为公司薪酬体系主要存在（1）基本工资各层级划分依据不全面，现有岗位设计不合理（2）可变薪酬制度设计不合理，忽视绩效工资（3）销售目标、销售提成计量方法设计不合理（4）营销人员的福利种类匮乏，并且缺乏针对性（5）公司对营销人员内在薪酬的关注度不高这五方面的问题。依托“全面薪酬”理论、“企业不同发展阶段与薪酬设计匹配”“胡氏理论”等作为理论基础，对营销人员薪酬体系的再设计，从营销人员职业生涯规划、基本与可变薪酬的再造、销售目标的限定、构建营销人员绩效考核体系、设计弹性薪酬来解决现有薪酬体系中的问题。并通过以上方式摸索体验式培训行业营销人员薪酬体系设计的方法与途径，并为行业内相同公司及其他行业营销人员薪酬体系设计提供思路与范本。

Compensation management is an important part of human resource management system. Marketing personnel salary management is a quite important part of the compensation management system, to establish salary incentive mechanism is not a easy work. A sound salary system can drive marketing personnel to convey market information effectively and grasp the opportunity to make high performance themselves. In this way, it also makes the enterprise achieve the greatest marketing goals. Based on experiential training marketing personnel PSQ questionnaire investigation and interview, A company understand the feeling of marketing personnel feel about the existing compensation levels, fixed and variable compensation in compensation system, and thorough understanding of the current welfare system and the internal compensation. The problems existence in A company compensation system is as follow: (1) basic salary with existing post design is not reasonable. (2) variable pay system design is unreasonable, ignore the performance-related pay (3) the sales commission measurement method is not reasonable (4) lack of marketing staff welfare type (5) the company internal compensation is not enough Marketing personnel salary system to design is as follow: Re-design the marketing staff career planning, Adjust the basic and variable pay, Improve the sales commission measurement method, Build marketing personnel performance evaluation system, Design flexible compensation to solve the existing problems in compensation system. Through the above way, design the experiential training industry marketing personnel salary system, and also for the industry within the same company.