| The pharmaceutical industry is a major undertaking related to the life of the country and the people.At present,the competition in the pharmaceutical industry is becoming increasingly fierce,which brings unprecedented opportunities and challenges to pharmaceutical companies.In the operation process of pharmaceutical companies,sales staff are the most important executors who transform medicines into effective value and realize the business strategy of pharmaceutical companies.Salary refers to a kind of monetary and non-monetary remuneration obtained by employees for their time,experience,skills and other labor results in their work.It has multiple functions such as incentives,compensation,adjustments,and benefits.Establishing and perfecting the salary management system of sales staff in pharmaceutical companies is conducive to giving full play to the working potential of sales staff,effectively attracting and retaining excellent sales talents among sales staff,and thus enabling pharmaceutical companies to obtain sustainable market competitive advantages.This article takes the sales staff of X pharmaceutical company as the main body of the survey,and provides theoretical support for the writing of this paper by consulting the relevant theories of salary management.Using methods such as questionnaire survey and personnel interviews,the data is collected and sorted out on the status quo of X pharmaceutical company’s sales staff salary management.A total of 121 questionnaires were distributed to the company’s sales staff this time,and 113 were returned,with 109 valid questionnaires,the questionnaire recovery rate was93.39%,and the effective rate was 90.08%.The results of the questionnaire survey are realistic,and most of the sales staff are mainly dissatisfied with the salary data in three aspects.One is the overall salary level,the other is the salary and welfare system,and the third is the salary structure.Its specific manifestations are that the overall low wage level lacks competitiveness,the wages of different ranks are unreasonable,the performance wage level is not obvious,the business commission ratio is not perfect,and the welfare project setting is inflexible and targeted,etc.,which lead to problems.The main reasons are: neglect of human resource management,lack of job evaluation,lack of justice within the company,and poor communication.Then,under the guidance of two-factor theory and fairness theory,optimize the salary management system of X pharmaceutical company’s sales staff,including basic salary optimization,performance salary optimization,proposal salary optimization,welfare salary optimization,etc.At the same time,in order to ensure the actual effect of the optimized salary plan,it has also been evaluated for its effect,and the results show that it can reach the target.In the implementation process of salary optimization,this paper proposes a set of optimized safeguard measures from three aspects of organization,system and cultural guarantee to ensure its orderly advancement.In this paper,the compensation plan of sales staff of X Pharmaceutical Company is optimized,which is not only conducive to improving the viscosity and loyalty of employees of X Pharmaceutical Company,but also can promote the improvement of employees’ work enthusiasm,which also provides a useful reference for similar companies to optimize the compensation of sales staff. |
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