Research On The Optimization Of The Salary System Of The First-line Sales Personnel Of X Company

In the context of the socialist market economy,the most valuable human resources in the profit-making organization for profit is its sales staff.The salesperson is the bridge connecting the company and the customer,and is the group that develops and maintains the customer and communicates with them.The ability of sales personnel to develop and maintain customers directly determines the success or failure of the company.Therefore,for enterprises,it is possible to fully stimulate the vitality of sales personnel to obtain greater market opportunities.This is inseparable from the sales staff.Analysis,so compensation management is very important.A reasonable salary management system can continuously stimulate the vitality of sales staff to achieve the purpose of optimizing staffing.At the same time,it will also affect the labor relationship between employees and enterprises,thus affecting their identity and sense of belonging.Engage in this profession,accept and like it.Matching the job and running a smooth pay system can enable employees to exert their subjective initiative to create greater value and wealth,in contrast to the unreasonable salary body that will increase the turnover rate of the seller and increase the recruitment and training costs of the company.Further,the company's business risks increase,the cohesiveness is reduced,and even the realization of the company's strategic goals leads to the decline of the company.This article takes X advertising company as the research object,and sorts out the existing salary system of X advertising company through literature research method and investigation research method.By designing the salary survey questionnaire and conducting investigation,we can understand the current salary situation of the first-line sales staff of X advertising company.Satisfaction.It is found that the salary system of the first-line sales staff of X company exists: the basic salary composition is unreasonable,the salary level is not higher than that of the competitors in the same industry,the salary calculation method is unfair,and the welfare diversity is poor.The main reasons for the problems caused by the X advertising company's compensation system are: ignoring the impact of changes in the external environment,the design concept of the compensation system is backward,ignoring the inherent needs of front-line sales personnel,and lacking internal compensation.Finally,through the analysis of the company's compensation system plan,the solution to the problem in the compensation system was optimized.In order to make the implementation of the program effective,the measures to ensure the effectiveness of implementation were implemented in five aspects: organizational guarantee,performance appraisal guarantee,personnel support guarantee,communication channel construction guarantee and welfare guarantee.Three conclusions are drawn: When optimizing the salary system of front-line sales personnel,the performance salary reflecting the level of effort and ability should be more flexible,more flexible and the level should be higher;not only to raise their salary level The purpose is to achieve the goal of constructing a strategic compensation system and achieving strategic compensation management;not only to optimize the external compensation of front-line sales personnel,but also to optimize the design of its internal compensation.