The Improvement Of Salary Incentive System Of The Sales Staff Of CDEPC

In the fierce competition of the 21 st century,the most important capital in enterprises is excellent marketing staff。The quality of marketing staff determines the development trend and future industry status of enterprises.Human Resources,financial status and material resources are fundamental to the survival of enterprise and Human factors are in the first place of the three.In most industries,if enterprises want to be in a leading position in the future competition,they should possess excellent marketing staff to lay a good foundation of Human Resources in the aspect of brand construction,market expanding,product research and development,customer service and profit driving.Therefore,how to build a consistent and effective marketing team is an urgent problem for many sales-leading enterprises.In the case of idea of value-sharing and normal financial payment status of enterprise,the salary incentive system can be used to optimize the staff’s work enthusiasm and to constantly develop their potential and comprehensive ability to grow up together with the enterprise.This is a key and difficult mission for enterprises.Based on the relevant incentive theory,this paper analyzes the current situation of the sales staff’s salary incentive system in CDEPC,therefore the following problems were discovered: 1.The Salary Setting Process is not fair for it is too simple and casual.2.The basic salary level is too low to meet the basic needs of the sales staff.3.The performance indicators are unreasonable and lack of incentive.4.Lacking of incentive means.Aiming at the above problems,the paper puts forward the corresponding improvement plan.It is hopeful that through the new incentive scheme we can achieve the following objectives: first,it can effectively reduce the “jumping rate” of sales staff,especially outstanding and excellent salesman.Secondly,it can improve the enthusiasm and initiative of sales staff and improve working atmosphere and enhance their loyalty to the enterprise.Finally,to realize the mutual development of enterprises and employees.At the same time,I hope that this paper would have reference value for improving the salary system for relevant enterprise.