Research On Improving The Sales Compensations Program In Hi-scan Barcode Technology Co.

With the continuous deepening of the reform and opening-up policy andimprovement of the market economy, Enterprises in China are facing variousdeveloping chances and challenges. As the survival and development lifeline of acompany, sales are the key to keep the competitive advantage in the fierce marketcompetition. However there are low barriers for sales and there is high liquidity, so itis a difficulty for the human resource management. It is the focus of corporate humanresources and also the base to have good sales for a company to maintain a highquality and ability of sales personnel. Designing a scientific and rational salescompensation system is the root to construct the sales personnel, which can attractand retain excellent talents, resulting in the stabilization of the sales personnel, andcontinuously inspire sales to work more actively, initiatively and creatively, resultingin creating greater value for the company.The paper takes Hi-Scan Barcode Technology Co., Ltd as the researching subjectand improves the compensation program systematically under the direction of moderncompensation theory on the basis of analyzing the present situation and existingproblems in order to build and maintain a high quality and ability of sales personnel toensure the healthy and rapid development of the company. Firstly, the paper describesthe importance of compensation management for the constructions of the salespersonnel in a modern enterprise, introduces basic concepts of compensation,summarizes existing related compensation theory as well as the present situations ofresearches on the sales compensation management systematically, introduces somecommon sales compensation and analyzes the main factors affecting sales'remuneration; secondly, it simply introduces Hi-Scan Barcode Technology Co., Ltdbriefly and the present situation and existing problems of the sales compensationmanagement, then analyzes the reasons for these problems deeply; thirdly, the paperredesigns the compensation system systematically, establishes job description for eachpost, carries out the job valuation, designs the post salary on the basis of job valuationand sales compensation pattern for each post through introducing performance payand self-service welfare; finally, the paper analyzes the problems which may appear inthe process of implementing the improved compensation program, proposes detailimplementation measures and advice to ensure the smooth implementation and enforcement of the new compensation program.