Improvement On The Salary System Of Sales Staff In Zhijia Company

In the ever-changing 21st century, talent competition directly impacts the results of competition between enterprises. The outstanding talent in the sales team is the most important human resources of enterprise. They can not only represent the market value of the product directly, but also grasp the most important economic lifeline.Efficient operation and effective output of the sales team is a powerful weapon for enterprises to seize the market, improve the profit and profitability of enterprises in the growing period. It is also a powerful guarantee for the enterprises to achieve sustainable development, so somebody described the importance of sales team as they occupied two-thirds of all contributions.Every enterprise must fact the problem that how to increase the strength of attracting and retaining outstanding sales staff, how to maximize the mobilization of the enthusiasm and initiative of them, and how to make full use of the creative sales staff to achieve business development goals, and then make more contribution.This paper did comprehensive investigation and analysis on current salary system of sales staff with relevant theoretical knowledge of compensation and found below issues:1)the overall structure of compensation is not reasonable; 2) housing fund and variety of benefits seriously missing; 3) the compensation structure is too narrow; 4) the compensation and salary are not competitive. To solve the above four problems, this paper put forward the improvement scheme of the compensation system。Meanwhile, the paper also put forward the corresponding measures of new plan implementation and evaluation of expected effectiveness. The purpose of implementation new salary incentive system is to enhance the initiative of sales staff, strengthen the sales team cohesion, improve labor efficiency, and reduce the turnover rate. It is very important for further improvement of Zhijia’s compensation incentivesystem of the first-line sales staff. At the same time, it also provides some reference value for how to improve the salary incentive system of other second-hand housing intermediary service industries.