Research On The Optimization Of Salesmen's Compensation System In BC Company

Compensation management is refer to the enterprises with scientific and reasonable salary system approach to planning and design,thus the enterprise salary strategy and adapt to the company's long-term development strategy,help the company to better attract and retain talent,motivate employees better to achieve work target.This article takes the salary system of BC company's sales staff as the research object,adopts the interview method and the questionnaire method to distribute questionnaire surveys,symposiums,and individual interviews to the BC company's human resources department and sales department personnel.Channels to understand the status of sales force performance management and compensation systems for BC companies.The survey found that the current salary system of the sales department is problematic.In terms of performance,it is mainly reflected in the fact that basic salary incentives play a minor role;performance salary design is unscientific,bonus incentives have limited impact on incentive effects,and so on.Based on the above,this paper optimizes the BC company's compensation system:The formulation of performance objectives,combining with the market to put forward the annual task target;The annual task of factor decomposition in low season is 26%,23%,23% and 28%.According to market concentration,market development degree,employee experience,and whether employees accept challenges to match the allocation of personnel and tasks in the four quadrants;Encourage the sales staff to participate in the goal setting and set the target setting according to the actual situation.The performance appraisal aspect,from the performance index and the non-performance index two dimensions appraisal;The weight of the performance index is 80%,and the non-performance index weight is 20%.The assessment subject of performance indicators is the human resources department.The assessment subjects of non-performance indicators are direct supervisors,team members and employees.Considering the differences in the difficulty of the development of regional market,the completion rate of the actual performance is the completion rate of the performance index.The total score of the sales personnel performance assessment = the score of the performance indicator * 80% + non-performance indicator score * 20%,according to the assessment score.In terms of the design of the compensation system,the basic salary model is improved,and the sales staff are divided into three grades,and different positions are paid.According to the assessment performance salary,the performance salary = the monthly return amount * the corresponding performance salary coefficient;To formulate the welfare policies based on goals,such as paid leave and public holidays;Set up a team reward and set up a team bonus.