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1、基于企业生命周期的销售人员薪酬策略（Salesstaffsalarystrategybasedonenterpriselifecycle）Sundaymorning,thewindowunderalightrain,Iwasawakenedbythesoundofthesleepingtelephone,thevoiceofafriendisfullofregret:didnotletyousleeplate,isindeedthemosturgenttoyouforhelp,recentlymanagerandvicepresidentofsalescompanysale
2、spersonnelsalaryofthingstofight,whodon'tgivein!"Shesaidatorrent."Haha,sinceit'salreadywokenup,youdon'thavetosaythatfast,"saidslowly."Irubbedmyeyeslistencarefully.Originally,friendsofthecompanyexecutivesandsalesvicepresidentofsalesstafftoadheretoahighfloatingwage,toadheretoahighfixedwage,wh
3、ocannotpersuade(twoareshareholders),shefinallyaskedthemanagerofhumanresourcesdepartmenttotaketheprogram.Afterunderstandingherproblem,Itoldherwhatkindofsalarystrategytochoosedependsontheenvironmentoftheenterprise.Atpresent,thesalarystructureofsalespersonnelisgenerallyfixedwages,Commission(t
4、argetbonus),welfarethreeparts.Thereisnodifferencebetweenthemethodofcommissionandthetargetbonus.Themethodsarenotbetter,onlymoresuitable(seechart:Commissionandtargetbonus).Similarly,totakehighbasicsalaryorlowbasesalaryisnothighpoints,thekeypointistoconformtotheenvironmentinwhichenterprisesli
5、ve.Forexample,thelifecycleofenterprisesisdifferent,andthecompensationstrategyisnotconsistent.Chart:CommissionandtargetbonusCommissionTargetbonusExternalmarketenvironmentemergingmarketMaturemarket,relativelyaccuratepredictionSalespersonroleSimilartodealers,moredependentonpersonalabilityThec
6、ompanyprovidesmoresupporttosalespeopleSalesmanagementlevelSimpleextensivemanagementGoalsettingandmanagementcapacityisrelativelymature,thestart-upperiod,entrepreneurialpassionwithstart-upcompaniesinthemightywavecrashingonasandyshoreforitsleadingproductsareusuallyeagertoopenthemarket,duetolo
7、wsales,revenuesandprofitsarelow,operatingcashflowoftenshowedanetoutflowofstate.Atthesametime,themainbusinessprocess,organizationalstructureandjobpreparationisnotstable,uncleardivisionofresponsibilities,therearemorethanonejobordutycrossphenomenon,leadingemploye
