Study On Optimization Of Sales Staff Compensation System In ZL Department Store

For private business enterprises,talent is the first resource for development.With the rapid development of Internet economy,China’s commerce industry has been hit by unprecedented impact,which leads to the increasingly tense competitive situation within the industry,the competition for talents becomes more and more intense,and the importance of human resource management becomes increasingly prominent.As an important part of human resource management,the compensation system should attract the attention of all company managers.However,at the present stage,many company managers in China still ignore the importance of HRM and regard employee compensation as the cost of labor that the company needs to pay,so they do not pay attention to the setting of internal compensation and ignore the incentive effect of non-monetary compensation,which directly causes the weakening of the motivation of the company’s employees,the reduction of satisfaction and the loss of important talents.Based on the research results of salary system optimization at home and abroad,this thesis takes ZL department store’s sales staff salary system as the research object,and analyzes the problems of the original salary system and its causes by investigating the status of the salary system in the case company,and proposes targeted improvement measures.The study found that the main problems of the original salesperson compensation system of ZL Department Store include the lack of competitiveness of salary level,insufficient fairness of compensation,unreasonable design of salary structure and imperfect assessment system,which directly lead to the loss of motivation of salesperson and the decrease of market competitiveness of the company.The main reason for this is that the managers of ZL department store are lagging behind in the concept of salary management,and the salary formulation is not combined with the market situation and poor communication channels within the company.Accordingly,based on the principles of goal consistency,fairness,economy and incentive,the thesis optimizes the salary system of ZL department store by conducting salary survey and sales position evaluation in the same industry,redesigning sales position level salary,sales staff performance assessment index and performance assessment bonus distribution,and sales staff welfare programs,and proposes corresponding guarantee measures from multiple perspectives of communication,system and culture to promote the salary system of the case company.We also propose corresponding measures from communication,system and culture perspectives to promote the smooth implementation of the salary system optimization of the case company.