| Human resource management is one of the most effective methods for enterprises to establish core competitiveness.A scientific and reasonable salary system will help to reflect the positive incentive effect of salary,and play a very important role in improving the stability of employees and giving play to their initiative.However,due to the lack of management concepts and methods,the current problems in salary management in traditional private enterprises are relatively serious,affecting the healthy operation and development of enterprises.Based on such thinking,this paper selects H Company,a small and medium-sized private clothing enterprise,as the research object,to optimize the salary system of its group buying salesmen,so as to build a scientific and effective salary system,which not only conforms to the business characteristics of the enterprise,but also inspires salesmen.This paper starts from the development and achievements of the theory and practice of compensation management at home and abroad,and comprehensively uses the methods of literature research,personnel interview,questionnaire survey and case analysis,combined with the actual situation of the Group Buying Division of H Company.First of all,comb and analyze the salary structure and salary level of sales personnel;Secondly,through personnel interviews and questionnaires,we obtained the evaluation of the salary system and the incentive status of the salary system,analyzed and identified some of the shortcomings;Thirdly,it further combs and analyzes the incentive problems of the salesperson’s salary system;Finally,in view of the problems obtained from the analysis,the salary system of sales personnel is optimized.On the basis of the actual investigation,this paper concludes that the incentive evaluation of the salary system of group buying salesmen in H Company is low,and the incentive effect on salesmen is not strong.This is mainly reflected in the following four aspects: First,the salary structure is missing and the proportion is inappropriate,which does not reflect the post characteristics of group buying salesmen;Second,there is a significant gap between the remuneration and benefits and the sales personnel in the same industry,and there is no difference between different performance;Third,the performance appraisal only focuses on the results and does not look at the process.It does not reflect the characteristics of the group purchase business,nor does it match the actual situation of the sales staff in business;Fourth,the external salary level is out of line with the market,the internal distribution is unreasonable,and the internal and external balance is not achieved,which is obviously unfair.In view of the problems existing in the salary system of group buying salesmen of Company H,this paper optimizes the salary system from the following four aspects,builds a scientific and incentive salary system that conforms to the reality of group buying salesmen of Company H,stimulates the enthusiasm of salesmen and improves their performance.The first is to optimize the incentive coefficient and strengthen the incentive effect of salary.The second is to develop a salary and welfare system with differentiated performance.The third is to optimize the salary structure and level based on the post value.The fourth is to add process assessment indicators,which focus on results and processes to implement performance assessment. |
