Research On The Improvement Of Talent Incentives For BJ's 4S Store

The automobile industry is one of the fastest growing industries in China.In 1998,4S stores were introduced into China’s automobile sales.By 2017,the total number of 4S stores had exceeded 25,000.Since 2006,the number of 4S stores has increased rapidly,with an average growth rate of 8.93%.Therefore,the competition between 4S stores is becoming more and more fierce.The 4S stores of the same brand also have high homogeneity characteristics in terms of their promotion methods,marketing channels,product quality and product price.Therefore,improving management level,stimulating staff’s initiative,initiative and creativity through building a scientific incentive system,so as to provide better service is the key content of 4S shop operation at this stage.BJ Automobile 4S Store is a chain-like enterprise which operates in many places and owns many industries.Its employees have a variety of jobs and a large number.It is a strong representative in large and medium-sized 4S Stores.Taking 4S store of BJ Company as an example,the research has strong practical significance and application prospects.Firstly,this paper introduces the development history,personnel composition and current situation of incentive system of 4S automobile stores.Then,the questionnaire is used to investigate the satisfaction of salary,training,performance and promotion in the incentive system of enterprises.Combining the results of investigation and interviews with employees,the paper reveals the problems existing in the incentive system of 4S stores of BJ Company.The results show that there are some shortcomings in the incentive system of BJ Company,such as lower overall salary level,less professional training,lack of quantitative indicators for performance appraisal and fewer promotion channels.Finally,according to the investigation and analysis results of the incentive strategy mechanism of BJ Company,combined with the relevant theory of incentive,the salary and welfare system,performance appraisal system,promotion and training system of BJ Company are designed according to the principle of giving priority to efficiency,giving consideration to fairness and synchronizing material incentive with spiritual incentive.1)Broadband salary model is adopted to optimize the basic salary and welfare,which corresponds to the basic salary according to the type of position and the importance of work.2)In the aspect of performance appraisal,according to the difference of work content of different departments,the corresponding differentiated appraisal criteria are formulated,and the appraisal is carried out step by step from department to individual.3)Increase investment in training.On the one hand,strengthen cooperation with technical colleges and universities to provide favorable conditions for professional knowledge and theoretical training of employees.On the other hand,we should strengthen the selection of skilled personnel within the company and organize the team of internal trainers to promote the advanced professional experience and knowledge of management,sales and maintenance in the company.4)Perfect the personnel promotion and selection system,and make a comprehensive quantitative evaluation from the aspects of technical ability,organization and management,work experience and work results.In order to ensure the openness and transparency of promotion channels.With the rapid increase of car ownership in China,the number of 4S automobile shops and employees are growing rapidly.The improvement strategy of incentive system suitable for 4S automobile stores is proposed,which has positive significance for optimizing the management level of 4S stores and improving the service supply level of 4S stores.The case adopted in this paper has the typical characteristics of 4S automobile stores in China,and the improved method proposed in this paper also has strong adaptability.