Sales Salary Incentive System Optimization Research Of Company A

Since entering the 21st century,with the deepening of economic globalization,human society has stepped from the agricultural economy into the industrial economy and knowledge economy era.The key resources depended on are changing from traditional land,capital and labor to knowledge,information and talents.Intellectual capital has gradually become an important resource for global economic development.How to design the human resource management system scientifically and rationally,give full play to the inherent potential of employees,and cultivate the competitive advantage of enterprise talents will become the key research direction of human resource managers.Although salary is not the only way to motivate employees in the human resources management system,for most employees,salary is the most basic consideration and the most powerful driving factor.Michael Milkovich,a renowned American salary expert,once said,"Compensation plays a leading role in the leadership,support and reform of human resources management." A set of effective salary incentive system adapted to the development of enterprises is the basic guarantee for the steady development of enterprises.Therefore,scientific and effective salary incentive is one of the important tasks of human resource management in modern enterprises.In the face of increasingly diversified and personalized customer needs and changing market environment,the survival and development of enterprises largely depend on whether their products or services can be sold successfully,and the core element of sales success is the ability and quality of sales personnel.A study by foreign scholars shows that more than 95%of sales results are usually created by the top 5%of salespeople.Similarly,in China,more than 60%of sales results usually come from the top 30%of salespeople.It can be seen that the ability and quality of salespeople to a large extent restrict the development of enterprises,salespeople's good performance can improve the market share of enterprises,help enterprises to achieve huge profits,and achieve long-term development.Therefore,in order to enlarge the market share and enhance the core competitiveness of enterprises,it is necessary to study how to establish a scientific and effective salary incentive system to improve the skills of sales personnel,mobilize their enthusiasm for work,and attract and retain outstanding sales personnel.With the rapid development of China's economy and the continuous improvement of people's living standards,as well as under the new situation of constant concern and pursuit for safety,stability,environmental protection and efficiency,the development of urban central heating industry has attracted more and more people's attention.The continuous expansion of the scale of urban central heating market and the state encouragement Society have also attracted more and more attention.Under the background of social capital participating in urban infrastructure construction,more and more enterprises are attracted to invest in the acquisition of stock heating assets and the development of incremental heating market.After the completion of mixed ownership restructuring in 2016,with the development of urban central heating industry,the rapid transformation of business has been realized.And formulated the development strategy for the next three to five years,up to July 2018,the company has achieved 45 million square meters of heating charges,holding high-quality heating assets of nearly 1.5 billion yuan,for a company only two years into the industry such achievements are not easy,but it should also be soberly aware that we are still far from the established target.For a long distance.At the same time,we also noticed that in the last six months there have been some complaints about the company's salary incentive measures among the sales staff.The more rapid the development of the enterprise,the more sensitive we are to such voices.If the problem is allowed to develop,it is likely to frustrate the enthusiasm of the sales staff,and then affect the realization of the enterprise.Developing strategic objectives.Based on the case study of the salary incentive system of sales staff in Company A,this paper aims at the problems of poor incentive effect and low openness and transparency,so as to attract and retain outstanding sales staff and ensure the smooth achievement of the company's development strategy as the guiding ideology,and adhere to the strategic,fair,incentive,economic and timely nature.The principle of salary incentive is to optimize the salary structure,optimize the performance appraisal system,refine the rules of bonus calculation and allocation,increase immediate incentive measures,enhance the participation and satisfaction of employees,so as to improve the salary incentive system of salespeople in Company A and improve the work of salespeople.Initiative and initiative.The optimized salary incentive system can not only reasonably control the operating cost of the enterprise,but also solve the problem of insufficient turnover and work enthusiasm of salesmen in Company A,improve the overall market competitiveness of the enterprise,accelerate the pace of market expansion in the field of central heating business,and provide certain reference for the same industry.And guiding significance.