Research On Optimization Of Quantitative Performance Compensation System Of Market Frontline Staff Of Yueyang Mobile

In recent years,due to the rap id development of electronic inform ation technology and network technology,customer needs accelerate to the Internet,internet companies such as the representative of BA T Big Three through a va riety of business and application to the communications operators to exert pressure,lead ing to a serious th reat to the traditiona l communications business,profit continued to decline,the mobile communications industry more intense competition.To this end,China Mobile implement the quantitative performance pay model from 2012,in order to enhance the en thusiasm of employees especially front-line staff,so as to cope with fierce market competition.This paper takes the quantitative perfor mance compensation system of Yueyang mobile market front line s taff as the specific resear ch object,firstly summarized the dom estic and foreign scholars’ theoretical research results,elaborated the understanding and understanding of the theory in the research process;Secondly,introduced the current situation of quantitative performance compensation of market front-line employees in Yueyang Mobile,pointed out the problems with the q uestionnaire survey and staff interviews,specifically the recognition of quantitative performance pay was not in place,quantitative performance standards was not clear and reasonable,quantitative remuneration and perform ance management did not fit,quantify the operationality of pay to be strengt hened and the negative impact of quantitative performance compensation,the m ain reason for the above problem s lies in the lack of strategic thinking about the qua ntitative performance pay of employees,the existence of administrative management within the comp any and the lack of system publicity and implementation;On th is basis,put forward specific optimization measures,including adjusting the specification of the product library,dynamically adjusting the m easurement model,constantly optimizing the performance management of front line staff,strengthen the incentive effect of piece rate rem uneration,doing a good job of publicity and guidance;the article finally explored the safeguards to en sure the smooth implementation of the program,including playing the guiding ro le of performance culture fully,improving the quantitative performance pay system constantly,optimizing and improving the salary m anagement information system and strengthen internal staff performance training.The article through careful analysis and rigorous inference,finds out the problems of the quantitative performance pay system in Yueyang Mobile market front line staff,explores the causes of the problem,and put forward specifi c optimization and safeguard m easures.The research has an im portant significance in im proving the initiative and enthusiasm of the employees in Yueyang mobile market,effectively dealing with the cha llenge of market share and income decline,maintaining and enhancing the market competitiveness.China Mobile has dozens of branch es,the implementation problems of quantitative performance pay management in Yueyang Mobile have a certain common characteristics,therefore,the author also hopes that this study can provide some reference and reference for other peers.