A Study On The Incentive Of Securities Marketing Personnel In China - Taking KH Securities Company As An Example

With the further opening up of China’s economy, China’s securities market becameflourish and more intense competition between securities companies. In order to beinvincible in the new opportunities and challenges, they must think about how to enhancethe core competitiveness of the company. Marketing personnel as the core staff of thesecurities company and company profits creators, The degree of their hard work is themain factors which restrict the development of the securities firm.Therefore, how to fullymobilize the the securities marketing staff enthusiasm and give play to the biggest capacityhas become an urgent the problem needed to address.This paper first reviews the theory of motivation.Second, pointed out the existingproblems in China’s securities marketing incentive based on the analysis of the status, itsmain problem is lack of pertinence and dynamic, marketing personnel performanceevaluation is unscientific,training methods are simple and so on, marketing staff incentiveeffect factors findings related cause analysis using analytic hierarchy process to draw thevarious indicators weight,combined with the fuzzy comprehensive evaluation method toanalyze.when construct of our country securities marketing personnel incentive effectevaluation index system,The author select the two an indicator of the company performanceand the marketing staff satisfaction, the performance of company contain marketperformance and sales performance two indicators; marketing staff satisfaction contain sixsecondary indicators:personal development, Interpersonal relationships, corporate culture,the work itself, payment and benefits,and subdivided into26three indicators, use analytichierarchy process (AHP) to obtain the weight of each index, and combined with fuzzycomprehensive evaluation method to construct our country securities marketing personnelincentive effect evaluation model. Take KH securities company for example to empiricalanalysis, point out the weak link in the company incentive measures, and puts forwardrelevant improvement suggestions.