| Human resources as an important job, the pay system, if designed well, it helps enterprises to absorb, retain, motivate staff, and vice versa easily lead to increased business costs, employee job satisfaction declined, turnover rate increased by a series of serious consequences , for the same job in sales management, sales remuneration the role of system design can not be ignored and do a good job in a marketing job control, marketing efficiency, effectiveness will have a huge difference. How can we make the pay incentive pay to play its due role? In this paper, the sound from the days of company's existing pay system to start, with the industry's pay system for horizontal, vertical, comparative analysis of human resources through the design for the salaries of the theoretical basis to do after a deep analysis in order to put forward questions, analyze problems, problem-solving approach to the sound of the days sales personnel system reform. And to do a feasibility analysis and implementation of this change safeguards.In 2009 for the company are both opportunities and risks for one year, is facing enormous market opportunities, they are also facing serious market test. Communications products low-end competition in the market along with the technological progress and the pace of globalization and increasingly competitive, new product marketing and the consolidation of the original market, the company to seek new profit growth point, to seize new market areas, Sounds of Heaven in the company to upgrade the comprehensive competitiveness of an important job, and its significance is self-evident. The salary system reform and promotion work is the strong support of this action. A very good business development, are not necessarily the whole process is perfect, but a lack of scientific and standardized salary system will be in every aspect of job loss job happen. So we use the vision system to look at this issue. Important work of the previous nodes and key indicators come out classified, analysis, find the law, the remuneration system with the system to serve a good sales team, so that each sales staff to better play their subjective initiative, the company put sales to a higher level.In this paper, the modern management theory as a guide remuneration to Shenzhen by a state-owned enterprises set up communications products sales agent listed companies - Shenzhen telling telecom Development Company Ltd. (The article referred to telling company) for the study, analysis the company's sales team at sales staff salary management problems and their diagnosis, meanwhile, use the scientific method of pay system design, design theory by determining the remuneration, job analysis, job evaluation, pay the same industry survey, the salary package of reforms designed a series of steps for the days of the sound company has designed a more scientific and reasonable remuneration package for the company hopes to marketing decency to enhance the performance of sales staff, especially as the company continued to develop and grow, many towards market-oriented, as many enterprises must pay administration for reference.This article is divided into four parts. Sounds of Heaven in the first part of the company described the current situation and analysis will focus on analyzing the status of the target enterprises, including the Sounds of Heaven in the company's history, the development process, the company in terms of human resources management, especially the salaries of management problems, while sales for the company Officers Pay Designed with industry companies pay to do a comparative analysis of the situation; the second part of an analysis of pay-day the sound system currently exist and the reasons for the problem analysis; third part introduces a number of pay-related basic theories, one of the focus of an analysis of pay-related incentives some theories, such as hierarchy of needs, expectancy theory, equity theory, this section also introduce a system constitute the salary of the staff pay system and pay system design steps, etc. Sounds of Heaven in the company pay for the design of reforms put forward solutions, the company's remuneration system for re-engineering. The last part of the thesis, Part IV will introduce the implementation of the implementation of the above-mentioned programs, including feasibility analysis, from the perspective of human resources and financial point of view; in the implementation of security from the perspective of the four General elaborated.The implementation of the new pay system design, the main concern in the following aspects: First, the various sales positions the enthusiasm of staff, product sales and market share; Second, the core of sales managers and sales staff the stability of the old , mid-level sales managers and general sales staff turnover rate; Third, the various departments within the team of staff awareness of performance. The staff, they feel that their work will be compared to the same organizations have been the work of other appropriate remuneration, compared to different organizations in other similar posts have been appropriate remuneration, and their individual phase than in the same organization engaged in the same position in terms of other individuals have been fair and reasonable compensation. In addition, various types of enterprises were able to make a fair platform to enjoy the benefits of enterprise development, business interests and the interests of employees with a genuine link.For enterprises, the system of the enterprise to take full account of the strategic planning, to ensure the realization of the strategic objectives of enterprises to pay the release of more market-oriented, which greatly enhance the enthusiasm of the core staff, which will attract a large number of younger, knowledge-based management and technical personnel for the enterprises in the possession of knowledge, concepts, technology and means to provide ahead of time based on talent, to ensure that enterprises in the industry's leading position. At the same time will greatly enhance the enterprise to open up markets and profitability, and contribute to building of enterprise culture and atmosphere to create a level playing field.However, the pay is very difficult to change the goal of the program alone is no guarantee that the effect of the change. The need for long-term and unremitting perseverance, and continued to the amendment. A program designed to re-reasonable, and then science, in the enterprise if they can not be effectively implemented, this program can only be on paper, will not achieve any practical purpose. And a long period of time, whether the operators of the enterprise, or to provide expert advisory services, changes in pay, sales incentives to achieve the purpose of work, thereby increasing the level of sales team performance. We must pay attention to: The pay system is scheduled to change to achieve results, the program itself is very important, business environment and development phase, the implementation of the program staff for program efforts as well as the degree of recognition can not be ignored and so are the factors, enterprises must continually provide them with adequate long-term importance. |
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