| Since the end of last century,with the deepening of China's reform and open policies,and the establishment and improvement of market economy, along with economic development,scientific and technological progress and the information revolution wave upon wave,the world has entered an unprecedented era of globalization and the market-oriented reform made the global competition more fierce,which has brought all challenges to the development of enterprises.In particular,after China acceded to the WTO and succeeded in bidding Olympic Games,the market competition grew in intensity continuously,how to seize opportunities,and meet challenges, has been the problems many enterprises are concerned about.Today,in the era of knowledge economy,if a country,a nation,or even an enterprise in the face of fierce competition in the market will ensure the survival and development,the key resolving is,in the final analysis, a competition of talents.Who occupy human capital,who be the winner in development in the future.Therefore,enterprises place increasing emphasis on human resources development and management,and strive to develop staff's potential capacities,inspire staff in all directions, and mobilize the staff's enthusiasm of the production through scientific, humane management.Human resources development and management has become the core of modern enterprise management in 21st century,among this part, the pay incentive is the issue which every manager and staff are most concerned with,whether enterprises can develop and design a set of the most effective regulation for distribution and motivation is a key issue,which is to be resolved urgently to a further development of the majority of enterprises.Especially SMEs,in the face of the arrival of the era of knowledge economy,how to strengthen and standardize their human resources management,formulate a set of regulation for emolument which adapt to this period of time and has stimulating effect and help to strengthen the core competitiveness of enterprises,for these enterprises continuous stable development,has a very important practical significance.This paper,in such circumstances,regarding China's SMEs as research goal, from the theory of incentives,make some analysis on SMEs sales incentive pay system design.Firstly introduce motivation theory and the theory on pay,and then from the definition of salesman and particularity of this group analyse defects of the sales staff pay system at this stage; According to these defects,in the design of the regulation for emolument, in accordance with the principles and process,design practical sales staff pay system;Finally,in order to support the effective implementation of the pay system,introduce briefly a relatively important building of related systems. |
