Research On The Optimization Of The Compensation System For Sales Staff In Zhengzhou Branch Of PICC Property And Casualty

Talent is the core of an enterprise,and a perfect compensation incentive system can attract more outstanding personnel.In modern society,the competition among enterprises is mainly reflected in the competition for talents.Therefore,how to better retain talent has become the focus of attention of each enterprise.Compensation management as one of the important aspects of human resource management is also attached great importance.Especially for the sales industry,many companies have a relatively common phenomenon,that is,serious staff turnover,and a poor compensation system will often lead to serious staff turnover.Therefore,a perfect compensation system is very important for the development of the company.This paper takes sales staff of ZD branch of Humana Insurance as the research object to study how to optimize the incentive mechanism of sales staff of ZD branch.The literature research method,comparative analysis method,individual interview method and questionnaire survey method are used to investigate and study the salary incentive system of sales personnel of ZD branch of Humana Insurance and its incentive effect.It was found that there are outstanding problems such as unfair salary incentive,unscientific salary performance appraisal and single welfare in the current salesperson salary incentive system of ZD branch of Humana Insurance.These problems seriously affect the improvement of the marketing performance and the development of the sales force construction,and are also directly related to the survival and development of the enterprise.Therefore,it is necessary to reform the existing sales staff compensation incentive mechanism.This paper argues that the ZD branch of PICC should aim at optimizing the sales team and cultivating the market share of first-class sales personnel.Therefore,this paper carries out salary optimization design in terms of basic salary,sales commission,bonus,welfare,performance appraisal and other non-material aspects,and proposes the implementation steps of the salary incentive optimization program,namely,introduction and training in the early stage,follow-up and supervision in the middle stage and evaluation and correction in the late stage,and finally puts forward the guarantee measures of the sales staff salary system optimization program in three aspects,namely,institutional guarantee,organizational guarantee and cultural guarantee.It is hoped that by studying the incentive scheme of sales personnel in ZD branch of Humana Insurance,the salary incentive degree of sales personnel can be further improved to meet the needs of sales personnel,motivate sales personnel to the maximum extent,fully explore the intrinsic potential of sales personnel,realize the vision of corporate organizational vision,and enhance the corporate market competitiveness of the enterprise.On this basis,some targeted countermeasures and suggestions are put forward:firstly,to establish a scientific and effective performance appraisal system;secondly,to establish a fair and just salary distribution incentive mechanism;and thirdly,to build a reasonable training mechanism as well as to strengthen staff communication and exchange,and other aspects.Finally,it is hoped that the research results of this paper can have some reference to the research of salary incentive system of the same industry enterprises.