Research On Diagnosis And Optimization Of Sales Staff Salary System In Zhengzhou Branch Of F Company

As an important industry in the national economy,the real estate industry has made important contributions to the development of related industries and economic growth,and has played a huge role in the development of the national economy.With the process of urbanization and the booming development of the Internet industry,the real estate Internet enterprises emerged at the historic moment and achieved considerable achievements.However,the government’s real estate control policies and the impact of COVID-19 have brought unprecedented challenges to the survival and development of real estate and its related enterprises.Founded in Beijing in 1999,F Company is a professional network platform for the real estate home furnishing industry.It has been focusing on the Internet innovation in new house,second-hand house,rental,home furnishing,real estate research and other fields.Zhengzhou Branch of F Company was established on July 24,2006,and has been deeply engaged in Zhengzhou market for more than 16 years.It is mainly responsible for the website construction and daily operation of all the business lines of F company in Zhengzhou.This paper takes the salary of sales staff in Zhengzhou Branch of F Company as the research object,comprehensively considers the actual situation of the market,enterprise and talents,and combines the theoretical knowledge of salary and salary management.Through literature analysis,interview method,quantitative analysis method and case analysis method,it understands the industry salary market and the current situation of the salary system of Zhengzhou Branch of F Company.It is found that the Zhengzhou branch of F Company has some problems,such as inconsistency between compensation strategy and enterprise development strategy,lack of internal fairness of compensation,lack of external competitiveness of compensation,poor incentive of some positions and reduced effectiveness of compensation costs.Through in-depth research on the above issues,this paper believes that the main reasons for the compensation problem are the rigid compensation strategy and compensation system,the unscientific post value evaluation,the follower-type compensation level strategy,the unreasonable compensation structure and the bureaucratic corporate culture.Combined with the goal of compensation system optimization,the optimization plan of the compensation system is proposed,that is,the compensation system of Zhengzhou Branch of F Company is optimized and adjusted from five aspects: emphasizing and adjusting the compensation strategy,enhancing the internal fairness of compensation,improving the external competitiveness of compensation,enhancing the incentive of compensation and paying attention to the cost effectiveness,so as to maximize the role of compensation.To help enterprises develop steadily.This paper provides a series of compensation system optimization schemes for the sales staff of Zhengzhou Branch of F Company,aiming to improve the strategic consistency,internal fairness,external competitiveness,incentive and cost effectiveness of the sales staff compensation,and help the company attract outstanding talents to join,so as to achieve the goal of long-term and stable development of the enterprise.It can also provide reference for other companies in the same industry to optimize the compensation system.