摘要随着我国经济的飞速发展和人民生活水平的提高，大众化旅游时代已经到来。导游人员是旅游接待工作的主体，是整个旅游服务的轴心，对旅游业的发展起到举足轻重的作用。随着我国旅游业快速发展，导游队伍也在日益壮大，但是，导游服务中的种种负面现象也日渐暴露：导游“回扣”风盛行，角色模糊；导游人员职业倦怠；导游素质参差不齐。另一方面，这个特殊的群体存在着缺乏生活保障、管理不规范以及人员流失严重等问题。究其原因，不难发现这与我国欠合理、科学的导游薪酬体系密切相关。本文从我国导游薪酬现状入手，对导游服务现状及存在问题进行分析，揭示当前导游薪酬现状形成的原因以及对我国旅游业发展的影响，并借鉴国外先进经验，结合国内有益尝试，旨在构建一种较为合理、科学的薪酬体系：立体导游薪酬体系。该体系以“薪资、福利、事业、环境”四大要素为主体架构，“薪资”为核心，其它三大要素与之相辅相成，共同构成一个有机体系，全面、灵活、有竞争力，而且适应性强。
关键词: 回扣；薪酬体系；价值分配；激励机制；佣金
Exploration on the Tour Guide’s Salary System Model
Abstract
With the rapid development of China’s economy and the improvement of living standards, the era of mass tourism has arrived. Tour guide, as the subject of tourist reception, is the axis of the tourist service, plays a significant role in the tourism developement. However, nagative phenomenon in China’s tourist service had been revealed day by day:“rake-off” is prevail, and tour guides risk of role ambiguity; tour guides burnout, and the quality of tour guides is uneven; On the other hand, there are many problem such as lack of life assurance, management irregularities and serious loss of staff in this special group. The origin of those negative phenomenons consists in our unreasonable and unscientific salary system of tour guides. This paper starts with current situation of tour guide salary, analyzes the current situation of tourist service and problem exsited, to find out the reason which lead to shape the current situation of tour guide’s salary and inflence caused, referencing advanced foreign experience and combining domestic useful attempts, intends to establish a more resonable and scientific salary system for tour guides: a tridimensional salary system, which with its framework made up of four main factors including salary, benefit, career and environment, with salary as its core, and with characteristics of comprehensive, flexible, competitive and adaptive.
Keywords: rake-off; salary system; value distribution; incentive mechanism; commission
目 录
一 前言…………………………………………………………………………………………1
二 薪酬体系概述………………………………………………………………………………2
（一）薪酬以及薪酬体系的概念………………………………………………………………2
（二）合理、科学的薪酬体系的意义……………………………………………………………2
（三）企业几种常见薪酬体系模式……………………………………………………………2
1、基于宽带的薪酬体系模式……………………………………………………………………2
2、基于战略的薪酬体系模式……………………………………………………………………3
3、基于岗位的薪酬体系模式……………………………………………………………………3
4、基于绩效的薪酬体系模式……………………………………………………………………3
三 我国导游薪酬现状分析……………………………………………………………………4
（一）我国导游服务现状及存在问题…………………………………………………………4
（二）国内各地导游薪酬情况透视……………………………………………………………4
（三）我国导游薪酬现状形成原因……………………………………………………………6
（四）当前导游薪酬制度对我国旅游业产生的影响…………………………………………6
四 国外导游薪酬情况及国内有益尝试………………………………………………………8
（一）国外导游薪酬情况………………………………………………………………………8
（二）借鉴意义…………………………………………………………………………………9
（三）国内有益尝试 ……………………………………………………………………………9
1、试行“小费制” ………………………………………………………………………………9
2、实施导游底薪制……………………………………………………………………………10
3、明确导游服务费……………………………………………………………………………10
4、推行透明“佣金制” …………………………………………………………………………10
5、导游服务公司………………………………………………………………………………11
五 导游薪酬体系模式设计——立体薪酬体系………………………………………………12
（一）设计思路…………………………………………………………………………………12
（二）设计原则…………………………………………………………………………………12
1、外部竞争性、内部公平性原则………………………………………………………………12
2、收入与绩效挂钩原则………………………………………………………………………12
3、短期激励与长期激励相结合原则…………………………………………………………12
4、物质激励与精神激励相结合原则…………………………………………………………13
5、以人为本原则………………………………………………………………………………13
（三）设计方案…………………………………………………………………………………13
1、薪资…………………………………………………………………………………………14
2、福利…………………………………………………………………………………………14
3、事业…………………………………………………………………………………………15
4、环境…………………………………………………………………………………………15
（四）方案评估…………………………………………………………………………………16
六 结论…………………………………………………………………………………………17
参考文献 ………………………………………………………………………………………18
致 谢 …………………………………………………………………………………………19
*若需了解更多与协助请咨询↓→[电脑QQ][手机QQ]【数据协助】
