Business representatives are front-line personnel of enterprises, and a reasonable salary system can fully mobilize the enthusiasm of business representatives. The original system of doing more and doing less, and doing nothing is the same, has been completely replaced by the system of doing more and taking less. How much should the business personnel take? How much does the enterprise pay when it pays wages? This requires enterprises to establish an effective compensation system.
The market of "purchasing power" and "hard work" is always contradictory, but it is by no means irreconcilable. The key point of reconciliation is to formulate a reasonable salary system, which is the driving force to retain talents and maintain the development of enterprises. Based on years of experience in serving many enterprises, the author summarizes six kinds of salary systems, of which the first three are more common and the last three are being gradually implemented by many enterprises.
1, high basic salary+low commission
The system is mainly implemented in foreign enterprises or large domestic enterprises. The basic salary of a business representative of a domestic household appliance enterprise in Shanghai is 4,000 yuan, which is increased to 1%. It is a typical system of high basic salary and low commission.
The system is easy to retain loyal old business representatives and stabilize some talents with similar abilities. However, the system often requires business representatives in terms of academic qualifications, foreign language level, computer level, etc., and business representatives are not easy to enter, and the threshold is relatively high.
2. Basic salary+commission.
Take the average basic salary of peers as the standard, and pay the commission according to the average commission of peers. This system is mainly used in some medium-sized enterprises in China, and it is very attractive to some business representatives with good ability and low education. The long-term development of business representatives in such enterprises is mainly influenced by China's traditional doctrine of the mean, which is more than enough. At present, some domestic enterprises adopt this salary payment method.
3. Low basic salary+high commission
The basic salary is lower than the average salary of peers or even the local minimum living standard, and the reward is higher than the average commission of the same industry. This system is mainly used in some small domestic enterprises. This system can not only effectively promote the enthusiasm of business representatives, but also attract some business representatives with great ability, full experience and low education without paying too high labor costs.
The most innovative is a domestic health care product enterprise, which adopts the service marketing system, and its salary system is: urban minimum living allowance (450 yuan)+completed business volume × formulated percentage (10%).
This kind of salary system often leads to two extremes. People with strong ability often have enough to eat, while people with weak ability often have insufficient to eat.
Step 4 break down the workload
This is a relatively new salary payment principle, which can fairly pay salaries to every business representative and completely break the traditional basic salary+commission system.
The sales representative of a company *** 10 set a sales task of 500,000 in April 2005, so the average task of each person is 50,000. The business representative just finished his 50 thousand task and got an average salary of 3000 yuan. There is a mathematical formula to calculate the specific payment method: average salary × completed task ÷ task amount = due salary.
According to the above example, when a business representative completes the sales of 654.38+10,000 yuan, the salary he should get is 6,000 yuan. This salary system is simple and clear, so that every business representative clearly knows how much money he can get. Can fully motivate outstanding business personnel, so that just make up the number of business personnel simply can not get along.
5. Standard high salary system
As the name implies, this is a salary system that meets the standards and can get high salary. For business people, there is a peak that can be sprinted. This peak is not out of reach, and it should be obtained by about 65,438+00% very capable business people. Only in this way can we inspire more business people to sprint to the goal.
A sales company adopts the standard high salary system, and the salary provided to business representatives is 1 10,000 yuan/month. Sales staff must achieve a sales performance of 200,000 yuan to get a salary of 654,380+000 yuan. Deduct 8% from the average distance between the business representative and 200,000 yuan. For example, if 100 is completed, the actual salary can only be 2000.
There is a mathematical formula to calculate the specific distribution method:
Maximum salary-(maximum task amount-actual task amount) × formula percentage = salary payable.
The "formulation percentage" here is very important and should be slightly larger than the value of (maximum salary ÷ maximum task amount) × 100%.
6. Stage evaluation system
The salary system also adopts the system of basic salary plus commission, which is also a fixed monthly salary, but it has quarterly assessment indicators and adopts the method of quarterly summary assessment. The specific operation method is that when the salary is paid every month, the commission is not paid in full. For example, only 3% commission will be paid, and the remaining 5% will be comprehensively evaluated according to whether the total performance is up to standard after three months, and then the accumulated commission salary will be paid for three months.
This method can effectively prevent business personnel from lagging behind the performance that should have been completed, or completing the performance of next month ahead of schedule, and effectively reduce the occurrence of capable business personnel leaving their jobs in less than three months. For business people, there is an expensive "extra" salary every three months, which is equivalent to four extra salaries a year. From the psychological suggestion effect, it is also a great encouragement to business people.
Of course, the salary system is far more than the above six. No matter what kind of salary system, it is the ultimate goal to retain talents and make the enterprise sustainable development. For an enterprise, there is absolutely no overpayment or underpayment to the business personnel, only the appropriate salary or no salary.
The author believes that it is an effective way to change the salary system appropriately for some enterprises with high talent mobility, general complaints about salary from business personnel and general lack of work enthusiasm from employees.
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