The Incentive Mechanism Of The Marketing Team To Improve Research

With the development of China's market economy,FMCG industry's marketing team is playing an important role in the enterprise.A good saler might creat several times benefits than an ordinary saler.With the market competition becoming more and more fierce,each enterprise has made some improvements about retain the staff and the staff motivation system.Currently,most enterprises still have great outflow of talent and the lack of enthusiasm.If we can effectively encourage every member of the marketing term,and enable all members to maintain the high enthusiasm for working for a long time,then the sales team is undoubtedly successful marketing team.But,in fact,it is very difficult to do it.The paper is aimed at applying the existing incentive mechanism to the marketing team of Xiushan Zhongs' Noodle Industry,perfecting the incentive mechanism of the company,and provide reference for the incentive mechanism of marketing teams in the FMCG industry.First of all,based on the summarization of the researches related to human resource incentive,it starts from the demand level theory,double factor theory and expectation theory and goal setting theory and lays the theoretical basis of constructing incentive mechanism for the marketing team of Xiushan Zhongs' Noodle Industry.Second,based on the actual situation of marketing team of Xiushan Zhongshi Noodle Industry,and the characteristics of productsand market,according to the relevant incentive theory,combining with the author's actual operation experience in Xiushan Zhongshi Noodle Industry,the paper establishes a set of effective and relatively incentive mechanism suitable to the FMCG industry.This incentive mechanism modifies the existing incentive system of the marketing team of Xiushan Zhongshi Noodle Industry from the marketing team's performance appraisal system,compensation incentive structure,strengthening the spiritual motivation and solves the problems to a certain extent,such as the marketing team incentive fatigue and not obvious incentive effect.