Research On Salary Administration Of Sales Staff Of S Company

For the enterprise's human resources management,the most important thing is the salary management,which is also the core element of moderm management.Whether it is doomed to a sound remuneration system largely determines whether the enterprise can achieve the desired goals and development,especially in the current new economy,whether high-tech enterprises can seek development in a favorable policy environment and a fierce competitive environment.As a mean of effectively absorbing talents and controlling economic costs,remuneration management plays a decisive role in the development of enterprises.People in today's society have been educated and the level of science and technology has been continuously improved.The idea of human resources management such as the remuneration management model has been paid more and more attention by the top management of enterprises and the efficient remuneration management mode has been formulated.However,there are still many enterprises that have problems with the remuneration management model.The measures taken by them not only can not stimulate the enthusiasm of employees,but will hinder their development and become a stumbling block for their further growth.For the research and development as the core of high-tech enterprises-S,company,in its own business scale rapid expansion and development process,the same existence of such problems.First of all,the dissertation sums up the domestic and international researches on salary management,and then summarizes the mature research conclusions and the related basic arguments of predecessors.Second,the paper describes and discusses the relationship between S company.The specific management structure,salary management measures and the proportion of marketers and so on,for the company to marketers to set specific salary system and provisions for a detailed discussion;Third,based on the field survey,the analysis of the specific provisions of the enterprise for the management of pay,In view of different salary management regulations and their incentive effects on employees and the impact on the competitiveness of enterprises development,explore the company's pay management issues and deficiencies,and to further identify the causes of these bottlenecks;According to the previous analysis and research conclusions about the compensation management of enterprises,combined with the relevant theories and guidelines of salary optimization,it points out the optimal management measures that need to be carried out in the process of optimizing the compensation management mode of enterprises.For example:the introduction of comprehensive remuneration and diverse remuneration ideas,according to staff performance differences effectively set specific differences in remuneration and the implementation of matching flexible welfare system,improve the training of marketers,optimize the performance appraisal system,the design of equity incentive plan,and so on;Fifth,based on the analysis of the compensation management of the enterprise,it concludes that the design of the compensation management mode needs to be consistent with the overall development strategy of the enterprise.making the enterprise to pay System can achieve the expected incentive effect,and at the same time it can give some reference value to the high and new technology enterprises in the process of growth when solving the problem of salary management.