Optimization Of Salary Incentive Mechanism For Salesmen In CL Company

With the rapid development of China's economy,the competition of enterprises has become more and more fierce.In order to survive and develop,the business philosophy of the company must also be successfully transformed.As an important part of the company,sales personnel have a direct impact on the company's operation.One of the key elements of motivating and motivating sales staff is salary.The salary management of sales personnel is an important strategic issue for enterprise human resource management.First,if the problem of poor salary is handled,it may lead to sales staff quit,resign,and even affect the long-term development of the company.Therefore,the development and implementation of a scientific salary management system for sales personnel is a real problem that needs to be solved urgently for enterprises.The basic content of this paper is to start from the perspective of the total compensation perspective,the overview of incentive theory and its development direction,and to start from the organizational structure of CL company and the salary incentive status of the sales department,through questionnaire survey,data statistics and other methods.The sales staffs salary structure and system are analyzed,and the problems in the salary structure and salary system are found,and then the salary structure and system optimization suggestions are given.The analysis shows that:CL company neglects the sales staff training incentives in the development,the sales staff salary composition is simple,the performance compensation design lacks fairness and incentive,resulting in lack of enthusiasm for sales staff and dissatisfaction with the salary structure.Combining the total compensation perspective and the theory of salary incentives,this paper proposes corresponding improvement programs,starting from the four aspects of direct compensation,indirect compensation,non-monetary compensation and internal compensation,and formulating more fair,stimulating and competitive of the salary incentive model.