Research On The Optimization Of The Salary Of Sales Staff In D Company

In recent years,the rapid development of P2 P microfinance has not only increased the value of investors' funds,enriched the financing channels of small and micro enterprises and individuals,but also revitalized the market economy.Peer-to-peer(P2P)industry starts late and develops rapidly,and micro-lending companies around the world relying on the Internet platform are springing up like bamboo shoots after a rain.Faced with the great development of the industry,how to make their enterprises stand out in the fierce market competition? How to recruit and attract high-quality professionals? How to balance employee incentive and enterprise cost control? Sales staff account for the largest proportion of P2 P companies.The sales performance of any company affects the overall development level of the company.However,sales posts have a high turnover rate.How can P2 P companies withstand the pressure of talent in and out of the industry? Build a very effective sales team.P2 P enterprises need to establish a set of scientific,reasonable and incentive salary system in order to attract talents,retain talents,and make talents play the most effective role.In this paper,D microfinance company is taken as the research object.Combining with the domestic and foreign salary theory literature,some unreasonable points of its current salary system at the sales side are found.This paper optimizes the salary system by grading the sales staff of D company,improving sales performance,adding honor incentive scheme and improving elimination rate.Finally,this paper also puts forward the implementation measures of compensation optimization guarantee.