Research On The Incentive Mechanism Of The Sales Staff Of Dongfang Wan Flag Company

With the development of science and technology and the continuous improvement of market economy,the Inner Mongolia Autonomous Region,which is backward,will represent Inner Mongolia,a region's dominant animal husbandry industry,and even sell abroad.This is consistent with the policy of narrowing the gap between the rich and the poor in the region.But it is undeniable that the Inner Mongolia Autonomous Region is underdeveloped areas,policy and economy is far less than the South Chinese and eastern coastal areas,breeding costs continue to rise,the supply chain is not continuous,the geographical disadvantage,the theory is not comprehensive,the system is not standardized,these factors are restricting the development of animal husbandry of Inner Mongolia industry chain.Many problems restrict the development of the companies in Inner Mongolia.If animal husbandry products in the Inner Mongolia Autonomous Region want to continue to develop,we must rely on salesman's ability to sell products and set up a certain source of customers.The company in Inner Mongolia has regional disadvantages.Compared with the developed areas,the turnover rate of sales staff is very high,the attracting rate of foreign talents is low,and the system construction for all aspects is also lagging behind.Therefore,the establishment of a reasonable incentive system for sales personnel is to improve the core competitiveness of Inner Mongolia animal husbandry industry company.The reform of the incentive mechanism of the sales personnel through the competence theory can be applied to other posts to achieve a sustainable and stable development of the animal husbandry in Inner Mongolia.This paper analyzes the existing incentive mechanism of salesmen in Inner Mongolia dongfang Wan flag beef cattle industry Co.,Ltd.,and studies what problems exist in the incentive mechanism of dongfang Wan flag company.Survey on the satisfaction of the sales staff of Inner Mongolia Dongfang Wan flag company on the incentive mechanism of the company,The questionnaire survey included the analysis of basic wages,work age wages,job allowances and rewarding bonuses.Among them,salesmen were dissatisfied with the setting of post allowance and the evaluation of incentive bonuses,and then some modifications were made based on competency for the establishment of post allowance and the evaluation of rewarding performance.On the basis of the original single material incentive,some spiritual incentives have been added,For example,enterprise culture incentive,personal goal incentive,work environment incentive.Material incentives are the most important salary incentives,which will be based on competency as the basis for building post allowances.The guarantee of the incentive mechanism of the sales staff of the Inner Mongolia Dongfang Wan flag company has also been explained.Based on literature research,competency and previous research results of incentive mechanism,through collecting data,interviews and questionnaires,we find out the shortage of incentive mechanism in Dongfang Wan flag company.For example,the incentive mechanism of Dongfang Wan flag is unitary,the salary system is unreasonable,the incentive effect is not enough,and the incentive for corporate culture and spirit is not enough.So using the level analysis method in the competency model to evaluate the sales staff post,we use the competency level model to calculate the weight,and make use of logical analysis to make the incentive system of Inner Mongolia Dongfang Wan flag beef cattle industry Co.,Ltd.and its safeguard measures.It includes the attention of the enterprise leaders to the sales staff of the Dongfang wan flag company,the effective and effective cooperation with the employees,and the establishment of a high efficient and stable wage environment.The research results in this paper have a certain significance for the establishment of incentive mechanism in Inner Mongolia animal husbandry company.It is of great significance to attract foreign personnel and retain excellent local talents in less developed areas.