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案例背景公司的分配制度改革正悄然进行着,大锅饭原则已经被个人竞争力制度所替代。特别在销售部门,员工的收入水平受其个人的工作表现和工作绩效影响。但是为什么人员的频繁跳槽现象依然不减呢?很显然,普通的人力资源薪酬设计并不能完全有效地激发销售人员的工作热情,公司需要一种激励员工挑战自我的行之有效的薪酬模式。
Case Background The company’s distribution system reform is quietly underway. The principle of big pot has been replaced by the system of individual competitiveness. Especially in the sales department, the employee’s income level is influenced by his / her own job performance and job performance. However, why do frequent job-hopping continue to diminish? Obviously, an ordinary HR pay design does not fully and effectively motivate sales staff, and the company needs an effective pay model that motivates employees to challenge themselves.