| Thanks to the rapid development of the domestic economy, a general increase in the level of consumption, urbanization and the consequent overall growth in real estate, household goods sales have been growing steadily. And the company I work for, as a new born Chinese retailing chain store, benefits a lot during these great changes. To meet the expansion of the sales, the stability and competence of its human resources become more urgent problem. Looking inside the enterprise, the key to success of business lies in procurement staff and team.As a new born Chinese private retailing company, company Z inevitably has its own problems and weakness on the current on-going incentive system, which are analyzed and summarized in detail in this thesis. Each member of the whole buying team was interviewed and asked to fill in a questionnaire made by the author. The survey results and the collected data reveal the present problems existed in the current system and guide the author to find ways to correct the weakness of the original incentive system and try to build up a new incentive system more easily understood and practical. The solution proposed by the author mainly direct to two parts:salary incentives and non-material incentives, including salary and welfare incentives, performance assess incentives, work incentives, promotion incentives, training incentives and so on. By the new incentive and appraisal system rebuilt by the author, the procurement staffs’ multi-level demand could be fully met and their enthusiasm would be inspired. |
