Changsha Tobacco Company's Account Manager's Performance Compensation Plan Optimization Design

In such a competition era,. enterprises compensation system and management are constantly faced with tough challenges, and performance appraisal and compensation design is one of the core factors of human resource management in the enterprise especially in the salary management. Performance appraisal improves organizational and individual performance, achieves corporate strategic goals, and promotes staff their own development through the continuous, dynamic, two-way communication. The rationality of performance appraisal and salary system must influence the efficiency of corporation's marketing department directly. In addition, it is an important part of human resource management and marketing strategy, a perfect, reasonable compensation system has become an indispensable factor to a modern enterprise development.In this paper, Changsha Tobacco Company as the research context. The company's existing management systems were analyzed, which focuses on analysis of the problem of the marketing center cigarette sales account manager compensation management system and performance appraisal system, proposed performance-based compensation's incentive is not strong. On this basis with the relevant literature and basic theory, for the actual, proposed marketing center account manager compensation system and improve the program, which is the Performance-based Compensation Management System.The system, firstly established a marketing center client manager position management system, where position clusters and the position coefficients arc redefined, and the job classification for the sub-file; Secondly improved the job performance appraisal system, where the performance indicators is divided into department—level and personal-level, through the department and individual performance assessment results, then a coefficient of performance evaluation is formed; Finally, through the formula "individual basic performance-based pay=(marketing center total performance-based pay-personal selling single prize amount)/(the grade and scale coefficient of marketing center staff pay*employee assessment scores)*the grade and scale coefficient of individual pay*personal performance appraisal factor scores "to measure and calculate the account manager's performance-based pay.Moreover, the Performance-based Management Compensation System has broken the previous allocation of the "big pot", which integrated positions, personal performance and department performance closely. The distinguishing of the different positions, different departments, and different performance is to achieve the equity of compensation system, and employee motivation and work efficiency is improved. The system is effective against the enterprise, due to its strongly theoretical reality, the author believes the system is still applicable to the enterprises which have the same problems needed to be solved.