Research On Comprehensive Salary Incentive Plan For Sales Staff Of Y Clothing Company

As a new salary management model,the comprehensive salary management model is still rare in China.The changing trend of modern human resource management mode shows that the traditional personnel salary system can not meet the development of enterprises,and can not adapt to the diversification and individualized needs of talents.According to the modern incentive theory,the satisfaction degree of the enterprise's demand for employees directly affects whether the enterprise can attract and stabilize outstanding and core talents,and stimulate the talent effect,which affects whether the enterprise can have core competitiveness,and thus the success or failure of the enterprise.A large number of theories and facts prove that the comprehensive salary management model can effectively compensate for the limitations of the traditional personnel salary system and improve the level of human resources management of enterprises,and promote the development of enterprises.The comprehensive salary management model combines the advantages of various incentive theories,objectively evaluates and recognizes the value of employees,takes into account the material and spiritual needs of employees,and more fully meets the needs of employees,and is therefore welcomed by employees.Under the comprehensive compensation management model,enterprises can better attract talents,employees can be well motivated,and the human capital of enterprises can exert greater value-added effects.The clothing retail market develops rapidly,the market scale expands unceasingly,and the competition among the clothing retail enterprises becomes more intense.Y clothing company as a clothing chain retail business,we must enhance efficiency and achieve profitability.In the process of increasing the market share of sales,we should encourage the sales behavior of the shop assistants,ensure the stability of the team of shop assistants,and enhance the performance of the individual and team of shop assistants,so the incentive of the shop assistants is the focus of salary strategy design.Guided by the sales staffs salary model,based on the relevant incentive theory,the accurate diagnosis found the problems in the Y clothing company's compensation system,and properly analyzed the current salary incentives of the company's sales staff,such as insufficient salary bandwidth.Neglecting performance floating wages,the method of excess commission is unscientific,and the flexibility of welfare is poor.On this basis,the Y clothing company's salary system has been redesigned,which basically solves the problems in the Y clothing company sales team salary system.Based on the theory of total compensation,this paper firstly makes an in-depth analysis of the current situation of the overall compensation system of Y clothing company's sales staff,and summarizes the existing problems in the overall compensation system by means of questionnaire survey and interview.On this basis,combined with Y clothing company development strategy positioning,put forward to optimize Y clothing company salesman salary system,for Y clothing company salesman incentive practice to find new ideas and models,to establish a comprehensive salary system in line with Y clothing company salesman characteristics.The results of this study not only help the case company to innovate the sales staff incentive mechanism,promote the realization of sales staff personal value,but also provide a new and valuable theoretical reference and path for the retail enterprise guide salary incentive.This paper is divided into six parts.The first part introduces the background and significance of the research,the research ideas and main contents,the second part studies the theory of sales staffs salary incentives,and the third part introduces the sales staff of Y clothing company and its salary management status.The fourth part analyzes the problems existing in the salary management of Y clothing company sales personnel.The fifth part formulates a feasible solution to the problems existing in the sales incentives of Y clothing company sales personnel;the sixth part gives the conclusion of the full text.