Design On Compensation System Of Sales Department Based On Equity Theory

Compensation management plays an important part in human resource management, and the compensation management design is the foundation of compensation management. Especially for salesperson, they play an important part in the company, so companies all hope that they can design a fair and effective salesman compensation system to attract and retain the talents, and then improve theirs competitive power.The thesis uses the equity system to design the compensation system of salesperson in H Company, establish a fair compensation system of salesperson in theory, including external equity,internal equity and personal equity, and how to achieve those equities; then introduce the actual salesman compensation system of H Company, design questionnaire for salesman to investigate the fairness of the current compensation system, use factor analysis method to analysis obtained data, find out the actually existing problems in the three equities factors, for example position compensation design is unscientific,performance evaluation system is imperfect,bonus distribution is inequity; order to solve the problems existing in current compensation system of salesman, we design the salesman compensation system from performance salary,basic salary,bonus and welfare, follow the external equity,internal equity and personal equity principle.The thesis takes H company for example , establish reasonable and scientific performance evaluation system,performance salary calculation method; and emphasizes that the company should pay attention to the implementation process,compensation communication after the new compensation system designed. The thesis combines theory and practice. And can be used for reference by other companies.