The Current Situation And Improvement Scheme Of XX Foreign Wine Company’s Internal Iecentive Mechanism For Its Sales Staff

Incentives is one of the important contents of human resource management, the smart design and effective application of incentive mechanism in one company is an important factor, which even determines the survival and future development of an enterprise to a certain extent. Generally speaking, there are many kinds of incentive mechanisms, but to properly design, formulate and constantly develop new motivational patterns for an enterprise is the basic solution to the development of the enterprise. Through the research on the connotation of incentive and incentive mechanism, as well as the function, the design principle and the influence factors of incentive mechanism, this article gradually elaborates the current situations of XX foreign wine company’s internal incentive mechanism for its sales staff in-depth, simply expounds the effects of the existing incentive mechanism, figures out the problems existing therein, and finally analyzes the reasons why the incentive mechanism under concern is partially ineffective. Afterwards, according to the relative research results, this article emphatically pays attention to two motivational patterns including salary incentive and non-monetary salary incentive, carries out a thorough discussion over the improvement scheme for the existing incentive mechanism, and eventually comes up with an optimal solution to improve and better the current incentive mechanism of XX foreign wine company.With respect to the improvement of salary incentive mechanism, this article puts forward the ideas of moderately regulating the salary level of core staff and common staff, increasing the proportion of merit pay for its core staff, establishing a more flexible performance evaluation mechanism, enlarging the pay gap among the staff in different positions according to the principle of rewarding people according to their contributions, establishing a salary supervision system in order to avoid the pay gap between the manager and the common staff being too large, and adopting a special incentive mechanism for its core staff which combines short-term salary incentive(e.g: salary increase, etc.) with long-tern salary incentive(e.g: enterprise annuity plan, etc.) so as to attract and retain talented persons for the enterprise.Meanwhile, with regard to the improvement of non-salary incentive mechanism, this article proposes the ideas of carrying out differentational incentive mechanism for different staff per their individual difference, improving the welfare system, especially the development of self-service welfare, making full use of various kinds of non-economic pay patterns(e.g. the interests and challenging of the job itself, better promotion chances, a comfortable working environment, etc.), as well as creating excellent working atmosphere and providing better occupational planning for the staff, thus satisfying the different demands of the staff from multiple aspects, and motivating them to provide better service for the enterprise so as to realize the overall objectives and long-term development of the enterprise.In the end, since self-motivation plays an important role in the process of one’s growth and development throughout the ages, this article comes up with the idea of helping the staff to realize self-motivation function, and making them work hard to achieve good performance independently via enabling them to explore their potentials and release any intrinsic motives.