Sales staff salary management system
According to the principle of fairness and justice of the company, in order to strengthen company management and motivate employees to work, the company's salary management system is formulated.
One,
The salary of business personnel consists of two parts: basic salary and commission.
Second,
basic salary
2- 1 standard:
The monthly salary of the regional manager is 65,438 yuan +0.200 yuan+monthly process assessment award (see the implementation method of process assessment for details).
The monthly salary of business assistant is 65,438 yuan+0,000 yuan+30% of the regional manager's process award.
Monthly salary of junior business assistant: undergraduate 900 yuan, specialist 800 yuan (not participating in process assessment)
Note: The new employee's internship period (2 months) is 700 yuan, majoring in 600 yuan. After the internship expires, he will automatically become a junior business assistant.
2-2 The basic salary will be paid on the 5th of each month, and the business travelers will receive the basic salary after returning to the company.
Thirdly, the Committee
3. 1 commission
3. 1. 1 commission standard: commission = commission-cost sharing-error loss (including all losses that should be borne within the scope of this policy, business management system, market finance system and business personnel's business expenses system).
3. 1.2 If the payment is settled at the end of the year and the accounts are clear, the full commission can be paid before the Spring Festival.
3.2 Commission standard: Commission = net payment (except rebate) × commission coefficient.
3.2. 1
Commission factor (all indicators are percentages)
South China (Southwest) ministers' commission coefficient (1 1 ten thousand) 1. 1, and regional managers' commission coefficient (Hainan Yuexi (2 million) 3.5,
Pearl River Delta (2.4 million 3.2), eastern Guangdong Ganzhou (2 million) 3.5, Guangxi (2 million) 3.5);
The royalty coefficient of Yunguichuan area (4.8 million) is 1.9 (Yungui 1 assistant (2.8 million) 3 1 Sichuan (2 million) 3.5.
The commission coefficient of ministers in East China is (6.5438+million) 654.38+0.2, that of business representatives (Hubei (6.5438+0.8 million) 3.5, and that of Hunan (2 million) 3.5.
Jiangxi, Zhejiang (auxiliary 1 person 2.4 million) 3.9, Fujian (2.4 million) 3.2);
Commission coefficient of Jiangsu, Anhui and Shanghai (4.8 million): 1.9 Commission coefficient of regional managers.
Jiangsu and Shanghai (2.2 million) 3.4,
Anhui (2.6 million) 3.0
The commission coefficient of North China Region (8 million): 1.2, and the commission coefficient of regional managers (Liaoning (1.50,000) 4.5 Ji Hei (1.50,000) 4.5.
1 assistant in northern Hebei (3 million) 3. 1, direct supply in southern Hebei (3 million) 3. 1,
Commission coefficient in Shandong (7.5 million): 1.3.
(Jiaodong 1 teaching assistant (3.2 million) 3.0, Luzhong (2.3 million) 3.5, Luxi (2 million) 3.5);
The commission coefficient of ministers in Northwest China is (6.5438+million) 654.38+0.2, and that of regional managers (Shanxi (2 million) 3.5, Shaanxi-Gansu-Ningxia-Mongolia 2 Assistant (4 million) 3.8, Xinjiang (2 million) 4.0 and Henan (2.3 million) 3.3).
3.2.2 The rewards of logistics personnel (including financial personnel) of the sales company refer to the regional average income, combined with personal work performance.
3.3 The business assistant shall be raised to 15- 20% of the total commission of the sales staff in this market, which shall be borne by the regional manager of this market, and the junior business assistant shall not participate in the commission distribution.
3.4 Inventory Rules
3.4. 1 inventory rate = (total return/total annual shipment) × 100%
3.4.2 Inventory rate index
The inventory rate in the north of the Yangtze River is 13%, 8% in the south of the Yangtze River and 6% in Guangdong.
3.4.3 reward and punishment standards
If the inventory rate decreases, the reward will be reduced by 3% of the payment amount; If the inventory increases, 3% of the increased payment amount will be deducted.
3.5
very good
3.5. 1 For the process assessment of regional managers, please refer to the process assessment method.
3.5.2 Based on the payment policy stipulated by the company, if 50% of customers in the region fail to deliver the goods because they exceed the maximum credit limit, they will be assessed once a month, and each time they appear, they will be fined 1 000 yuan. Deduct from the commission at the end of the year.
Four. The right to interpret this system belongs to Hebei Guanlong Agrochemical Co., Ltd. Matters not covered shall be discussed separately.
You can also refer to this ~ ~
Six most representative salary systems for salespeople
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 "set percentage" here is very important and should be slightly larger than the maximum salary/maximum task.
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. Specifically, 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,