The Analysis On Salary System Of Direct Sales Staff In MK (China) Company

With the deepening of market economy,the competition between enterprises has become increasingly fierce.Enterprises began to pay attention to the management of human resources.They recognize that the core of enterprise competition lies in the competition of talents.CompensAtion management,as the core of human resource management,has become the key to attract talents and motivate employees.It is proved that the compensation system can guide employee behavior,so combined with the corporate strategy of the compensation system can be related to personal interests and corporate interests,employees through the pursuit of personal income to improve the performance of the enterprise.Since direct selling enterprises officially entered China,its rapid development momentum,stable flow of funds,a large sales team and less cost to make its direct sales model has become a breakthrough in the development of enterprises.And direct selling enterprises to survive is based on low cost sales team and scientific salary system,the dual level pay system of direct selling enterprises is the key to attract sales talent and retain sales talent.MK(CHINA)is a large direct selling enterprise,both the product or direct sales model is in the industry leading position.At present,MK(CHINA)sales success exceeded 10 billion,with millions of sales team,but in the development,MK gradually found that there are many problems in the traditional salary system,restricting the development of enterprises.With the demand of market expansion,MK(CHINA)improves its pay system to achieve the development of the strategic objectives.This article focuses on comparison of the compensation system before and after the change,analysis of the relationship between the pay system and corporate strategy.Through literature review,this paper introduces the theory of compensation management,compensation strategy management and direct selling compensation,summarizes different strategic development of the compensation system.Then the dissertation analysis current situation of the MK(CHINA)company's salary system according to compensation management and the direct sales model.It is found that the original compensation system has many problem are lack of motivation and unreasonable design.Then explain how to optimize the performance oriented salary system according to compensation strategy of the MK(CHINA).Finally,combined with the questionnaire to investigate the effect of the change of the salary system,as well as the comparison of the MK(CHINA)after the optimization of the compensation system and the industry bechmarking enterprise.Summarize the compensation system that matches the corporate strategy can change the behavior of employees,promote the development of enterprises,and achieve the strategic objectives.The research of this article hopes to have the reference function to other direct selling enterprises,at the same time provides the traditional enterprise a new angle of view to make the salary system.