Research On The Sales Manager 's Reserves In Yi Xin Sales Innovation Center

Nowadays the world is changing rapidly, with the fast trend of globalization and information technology. Compared with advanced countries, China has relatively immature financial regulations, and fewer people, directly or indirectly, engaged in financial business. The creative finance, represented by informal finance, especially the microfinance intermediation, is becoming the important emerging power for China’s financial reform and innovation, as well as important part of the multilayer financial system, with its characteristics in business ideas, customer positioning, and operation mode.In the last few years, China’s microfinance has experienced fast development and deep reform. There are over100microfinance intermediaries engaged in inclusive financial business, most of which have an increasing rate over50%and some over300%. According to the report issued by Guangfa Securities recently, China’s informal financial market has reached3～4trillion.CreditEase is a national leader in wealth management. It has built up national network in over60cities and20rural areas, and provides full and special inclusive finance and wealth management services. As one of its brands, CreditEase Inclusive is engaged in inclusive financial business. During the last4years, CreditEase Inclusive developed very fast and occupied big market share. But with the continuous opening of operation outlets, increasing operation cost, the annual profit has dropped sharply, and the strategy has been poorly executed.Behind this, the explanation lies in the uneven level of management team, weak desire for management, low talent reserve, etc. This paper takes the sales management staff of CreditEase Inclusive as study object, from the angle of strategic HR management, and talent life cycle theory, analyzes the performance assessment, promotion system, salary level and talent reserve, and decides the reserve strategies and implementation plans for CreditEase Inclusive’s sales management staff according to competency model and talent acceleration pool theory.