Research On The Optimization Of The Compensation Management For The Sales Force Of A Company

Talent is the core element of enterprise development.The competition among enterprises will ultimately be reflected in the competition of talents.Therefore,They needs to be effectively managed and motivated.Compensation management is one of the tools for companies to attract,retain and motivate talent.Compensation management is an important part of human resource management,which helps motivate employees and improve organizational efficiency.Company A is an internationally renowned electronic test equipment manufacturer.In recent years,the performance has declined severely,and key personnel have left one after another.After investigation,it was found that it was related to the problems existing in the sales staff compensation system.This paper takes company A’s sales force of as the research object,and uses the method of literature research,questionnaire survey and indepth interview to carry out the research.Guided by the hierarchy of needs theory,two-factor theory,fairness theory,achievement motivation theory,expectation theory,broadband compensation theory and other related human resource theories,the theories are combined with practice to deeply analyze the problems existing in the compensation incentive system for company A’s sales staff:lack of quota setting Fairness;lack of incentives in salary strategy;unreasonable salary structure;unclear job salary grading and uncompetitive salary level.Through in-depth investigation and research for these problems,it is found that the root cause for the problems:lack of modern human resource management concepts,imperfect compensation management mechanisms,and lack of fairness in compensation strategies.Then,put forward the principles and goals for the optimization of the compensation system for sales personnel of Company A,establish a broadband compensation level linked to salary and rank;set a reasonable and favorable sales quota;establish a compensation system based on value contribution;increase medium and long-term incentives,and Optimization measures such as matching the corporate strategic development goals.Finally,the guarantee measures for the optimization and implementation of the compensation system of Company A are put forward.It is hoped that through the research on the compensation incentives of the sales staff of A company,it can provide decision-making reference for the compensation management of related peers.