Research On The Turnover Tendency And Countermeasures Of Sales Personnel In Y Company For Adult Education And Training

The adult education and training industry has developed rapidly in recent years,and the phenomenon of sales personnel leaving is quite common,which has had a certain impact on the development of the industry.The high turnover rate of sales personnel has always been a prominent issue in the adult education and training industry,and the stability of sales personnel has become the key to the steady development of adult education and training enterprises.Regarding the factors affecting the turnover of sales personnel in education and training enterprises,previous researches mainly focused on the compensation and welfare of sales staff and staff promotion,while there were relatively few researches on other influencing factors.This thesis aims to analyze the influencing factors of the turnover tendency in the adult education industry through Price-Mueller model.This thesis takes Y Company sales personnel as the research object,combining with the separation and incentive theory,reviewing the literature of the influencing factors and countermeasures.Through the questionnaire survey and interview,the thesis deeply understands the current situation of human resources of working sales personnel in Y Company,and investigates and analyzes the influencing factors and existing problems of turnover intention among sales personnel.On this basis,the thesis obtains the problems and reasons of the sales turnover tendency and turnover behavior.According to the related incentive theory,the countermeasures and suggestions are put forward to reduce the sales personnel turnover tendency.After the above analysis,this thesis concludes the main problems causing the turnover tendency of sales staff in Y Company,including job stress,training,compensation,promotion opportunities,and social support.The problem of job stress is frequent overwork and passive sacrifice of personal time.The training problems are the single training method and content,the lack of targeted training and evaluation feedback.The salary problem is that the basic salary is lower than the level of the same industry,the salary structure is single,the non-salary welfare is less and the performance appraisal index is not clear.The problem of promotion opportunity is that the promotion channels are single and the space is small,and there is a lack of career planning.Social support issues include unclear job responsibilities,increased business difficulty,and insufficient employee care.The solutions to the above problems are to reduce the work pressure of employees,to improve the quality of training,to optimize the salary and welfare structure,to improve the promotion channels,and to strengthen organizational support and cultural construction.In order to ensure the effective implementation of the above measures,four safeguard measures are proposed,including talent guarantee,system guarantee,financial guarantee and corporate culture guarantee.This thesis provides specific and feasible suggestions for reducing the turnover tendency and turnover rate of sales personnel in the adult education and training industry,and also provides some reference for the turnover tendency management of sales personnel in other industries.