零售產業在台灣與其他產業相比，屬人員高流動率之產業，儘管精品業位居零售業之領導指標地位，且員工留任慎為重要，然其前線門市銷售人員之薪酬系統，在學術上極少有相關資訊探討其薪酬結構與員工績效之關聯。 本研究以個案研究的方式，透過個案公司薪酬制度之比較，了解所設計之薪酬制度，對員工是否具有更強的激勵與篩選效果。根據文獻與個案公司資料分析，研究發現其薪酬系統：提升固定薪資占比同時提升其在零售產業市場之競爭力；?酬制度更能提升員工績效表現與服務品質；促使管理階層之員工發展。研究最後同時提供具體之建議，為將來需要調整之準備以符合企業目標。 ;In overall the attrition rate in the retail industry is higher than the one in other industries, even though the luxury goods industry is one of the indexes in the market and the employee retention is important, but we do not have much information about the correlation between the compensation system and the employees’ performance of the front-line sales forces in the industry. The thesis is based on the case study to compare the Company’s pay structure to know how the Company designed the compensation system, and what if the compensation system could drive the employees’ performance and affect the sorting effects. According to the literature and the analysis of the Company case: The Company increased the fixed pay ratio to enhance the market competitiveness; the compensation system may stimulate the employees’ performance of the productivities and the qualities; optimize the developments of the employees at the managerial level. And in the end, the case study also provided concrete suggestions to approach the Company’s needs.
