Research On Optimization Of Sales Personnel Compensation Management System In H Company

Salary management is an important part of human resource management.Scientific and reasonable salary management can stabilize the talent team of the enterprise,attract outstanding talents in the same industry and society,and lay a solid talent foundation for the realization of the strategic objectives of the enterprise.As the key talents of the enterprise,the salary management and salary system design of sales personnel are very critical.In this study,Company H is a production and sales type feed flavoring enterprise,mainly engaged in sweeteners and fragrances.After several years of establishment,the company has steadily occupied the top three position in the market.After several years of establishment,the company has steadily occupied the top three position in the market.And it is very difficult to break through more space for those sales.The reason is very clear that the salary management system of the company’s sales team is too old and the concept of management and assessment is backward,which cannot keep up with the development pace of the company’s strategy and market.If the face the situation of "no progress,no retreat".Based on the demand level theory,dual factor theory,comprehensive compensation theory,broad range compensation theory and other relevant human resource theories,this paper uses questionnaire survey,in-depth interview,literature research and other research methods to fully diagnose the problems in the current salary management system of sales personnel in H Company: firstly,salary level is lower than the industry level,Lack of market competitiveness leads to high turnover rate of employees;low,the commission scheme is unreasonable,and the comprehensive salary level is lower than the industry level,Lack of market competitiveness leads to high turnover rate of employees;Second,there are unfair factors in the salary system,which seriously hit the enthusiasm of employees,and the communication mechanism of enterprises on salary has problems;Third,the current salary management system can only play a limited short-term incentive role for employees,which cannot effectively motivate employees to work actively,and lacks a medium-and long-term incentive mechanism;Fourth,there is system for employee appraisal,which makes it difficult to ensure the realization of team performance goals,and the welfare system is simple and inflexible;Fifth,the salary management system is incompatible with the strategic development of the enterprise.Based on the characteristics of sales personnel and the industry situation,the existing salary management system of sales personnel is scientifically optimized in combination with the actual situation of the enterprise,and the optimization strategy and guarantee measures for the salary management system of sales personnel that meet the development needs of enterprise H are formulated.The formulation of the optimization system can effectively promote the company to go out of the predicament and embark on a healthy development path,Fifth,the salary management system is incompatible with the strategic development of the enterprise.of the company,and at the same time,it has a certain reference value and learning function the sales staff salary management system of peer enterprises.