Research On The Optimization Of The Compensation System Of Sales Staff In QK Company

Salary is the return given by the organization after the laborer pays time,energy,etc.,among the various incentive methods of organization management,salary incentive is the most direct and the best effect.The remuneration system is the way and method by which the organization gives rewards to workers.A good compensation system plays a crucial role in improving efficiency,attracting more talent,retaining employees,and achieving the organization’s strategic goals.QK company has been established for nearly 20 years,after several generations of product market changes,has a relatively rich experience in the industrial product marketing market.However,in the face of market changes and new product development,it is necessary to go out of familiar customer fields and explore customer resources in more industries,which is challenging for long-term salespeople.At the same time,it is difficult for junior sales personnel to adapt to the industrial product marketing model in the short term,customer relationships are complex,and it is difficult to establish a solid buying and selling relationship in the short term,so QK’s sales performance is not satisfactory.The company’s senior leaders want to motivate the sales staff through the optimization of the salary system and promote everyone’s enthusiasm to open up new markets.Therefore,this paper analyzes the salary system of QK company’s sales personnel,analyzes what problems exist in the salary system of QK company’s sales personnel through my work experience and related materials in QK company,and finds the causes of problems according to the actual situation,so as to communicate with the company’s senior management,sales personnel,financial personnel,human resources department and other relevant departments,propose reasonable optimization measures,and put forward reasonable suggestions for achieving QK’s long-term strategic goals.Under the guidance of professional knowledge related to salary performance,through the use of questionnaire survey method,case method and literature analysis method and other research methods,and the selection of target management theory,performance management theory and salary design theory and other knowledge,based on my actual work experience and observation in QK company,this paper conducts in-depth discussion and research on QK company,believes that QK company should fully radiate the market situation of industrial products industry,based on the current development status of the enterprise,and conduct interviews and questionnaire surveys for sales personnel.Comprehensive adjustment and optimization of the existing sales system is proposed.The first is the optimization and adjustment of the salary structure,which is more scientific and in line with the sales logic of the enterprise;The second is to re-plan performance targets to ensure that salespeople are more proactive and give full play to their personal initiative;The third is the improvement of the incentive policy,which has a good effect on enlivening the organizational atmosphere and improving the enthusiasm of employees.All adjustments and optimizations are based on the principle of fairness and fairness,and the overall goal is to improve organizational efficiency,mobilize organizational enthusiasm,and achieve win-win development for employees and organizations.