欢迎来到51Due,请先 | 注册
关注我们: 51due论文代写二维码 51due论文代写平台微博
英国论文代写,英国essay代写知名品牌微信

Paper代写范文

为您解决留学中生活、学习、工作的困难、疑惑
释放自我

英国paper代写-sales management

2018-10-31 | 来源:51due教员组 | 类别:Paper代写范文

下面为大家整理一篇优秀的paper代写范文- sales management,供大家参考学习,这篇论文讨论了企业的销售管理。销售是企业实现价值的唯一途径,企业的各项生产经营活动所创造的价值,只有通过销售,才能实现市场价值。如果不能有效地销售产品和服务,就难以为下一个生产经营循环筹集足够的资金,企业将无法生存。因此销售是企业生存和发展的关键环节,企业的销售管理必须要重视。

sales management,企业销售管理,英国论文代写,论文代写,paper代写

The ultimate goal of performance appraisal is to improve the work performance of employees. While achieving the business objectives of the enterprise, it also improves the satisfaction of employees and the sense of accomplishment in the future. However, if it is not applied well, it will frustrate employees and bring negative impact to the development of the enterprise. For example, the evaluation failure caused by unclear evaluation standards, dishonest evaluation process and the performance improvement failure caused by poor feedback channels. For example, when the actual situation of each sales unit is different, which leads to the difference in performance distribution, the enthusiasm of some sales managers will be hit to a certain extent. And the assessment only looks at the data, does not consider the sales management personnel's comprehensive quality and own work diligently, the enthusiasm and so on factor, causes the grassroots only to pay attention to the short-term benefit in the work, does not have the long-term development thought.

At present, most enterprises tend to offer short-term incentives to sales managers. The defects of incentive mechanism lead to the frequent flow of sales talents and low loyalty to enterprises.

Companies are more likely to use big bonuses to motivate sales managers. Such cash-rich schemes, which lack intrinsic pay, can attract talent but do not retain it. The reason is that high-quality talents not only pay attention to cash rewards, but also pay attention to personal development, sense of achievement and other internal compensation.

For sales management personnel, the annual salary system is a better incentive mechanism, but it must be combined with the long-term incentive mechanism to overcome the opportunistic behavior of pursuing short-term interests and produce ideal incentive effect. And at present our country enterprise implement it in the actual operation is usually set a total first, and then again for cutting, usually is half as presidents-averaged, half based on the risk of sales revenue, although the incentive mechanism will hang income and performance hook, but it was more of an emphasis sales target, it will lead to the sales managers pay more attention to short-term behavior, the shortcomings are obvious. In order to improve their sales, the sales staff will promise the distributors some unachievable conditions, which will lead to conflicts in the sales channels and affect the company's image and overall sales plan.

A career is a continuous lifelong process composed of a series of different positions that a person occupies throughout his life. It is the whole process from the beginning of the work of all the work activities and experience in a yearly sequence. As the enterprise only pays attention to the current benefits in the performance evaluation of sales employees, the mobility of sales employees is strong. In addition, some sales employees only take the sales work as a transition of life, which makes them spend little time on planning and guidance in the career development channel of employees.

Motivation is the core of management, and the purpose is to improve employee satisfaction, adjust employees' behavior, make employees' behavior as close as possible to the requirements of the enterprise, and make employees realize the goals of the enterprise as well as their personal values. As human needs are multifaceted, the incentive mechanism of enterprise employees should also be a comprehensive system engineering. The sales manager is a member of the enterprise and is in a very important position in the enterprise. Therefore, a comprehensive compensation strategy should be implemented for sales managers: namely, to meet and improve the internal salary of sales managers, enhance their interest in the work itself and improve their loyalty; At the same time, by evaluating the performance of sales management personnel, the risk income of sales management personnel is determined, and it is combined with deferred payment and bonus, so that personal interests and long-term development of the enterprise are closely linked. In this way, both internal and external factors can better mobilize the working enthusiasm of sales managers and effectively motivate them to do their utmost for the development of the enterprise.

Comprehensive compensation strategy is an all-around compensation strategy formulated according to the operation strategy and organizational culture of the organization. It focuses on all aspects of compensation that may affect the performance of the enterprise and maximizes the supporting effect of compensation on organizational strategy. The comprehensive compensation strategy classifies the compensation paid to employees by the company into two categories, external and internal. External compensation mainly refers to the quantifiable monetary value provided to employees. For example, short-term incentive compensation such as basic salary and bonus, long-term incentive compensation such as stock option and share incentive, monetary benefits such as pension and medical insurance, and other monetary expenses paid by the company. Intrinsic compensation refers to the value of various rewards given to employees that cannot be expressed in quantified monetary form. Things like job satisfaction, training opportunities, an attractive company culture, good relationships, a supportive work environment.

Establish an effective mechanism, career planning as the core staff to create a good space to grow up and career means upward movement and the realization of personal ambition, and the development of individual career planning is critical, companies should help employees do a good job in the planning, make the personal professional development and the development of the enterprise to match, on the basis of the enterprise employees' professional ideal. Effective career development planning is an important means for enterprises to retain excellent talents, which is conducive to strengthening core employees' sense of belonging and loyalty to the enterprise. Enterprises should pay attention to the career development of core employees according to their own actual conditions, provide evaluation of career opportunities, help employees to set career goals, and formulate specific action plans and measures, so as to create an organizational atmosphere where enterprises and employees can grow together and make core employees full of confidence in the future.

As a relatively independent group of enterprise employees, sales managers have obvious characteristics. Free time to work and manage the team independently. Job performance can be demonstrated with concrete results. Instability of work performance. There is little need for job security. The management of sales managers is characterized by loose management. They hope that the working system is flexible and can give them more freedom. They hope to get the opportunity to act independently to prove themselves. The daily work behavior of sales management personnel must be constrained by scientific and effective performance appraisal system to be standardized. Sales management of sales work independently, management personnel cannot fully supervise the behavior of the sales management, sales management work performance depends largely on how sales managers are willing to pay a labor and working on sales, it is difficult for us to use formulaic hard and fast rules governing the behavior of sales management, only by scientific and effective performance appraisal system can truly standardize the behavior of the sales management, sales management personnel to make a commitment to the sales work, improve work efficiency.

Performance appraisal requires goals. Sales management performance appraisal mainly includes the following aspects. The assessment of work performance is the core of the assessment. It should assess not only the quantitative aspect, namely the quantity of the work completed, but also the qualitative aspect, namely the quality of the work completed, but also the self-improvement and improvement degree in the work, such as the annual growth rate. Ability assessment is the assessment of the working ability of sales management personnel. Generally speaking, the content of ability includes understanding ability, business ability and coordination ability. Work attitude assessment, work attitude includes work enthusiasm, work enthusiasm, sense of responsibility and so on.

It is difficult to quantify the assessment of personal learning, comprehensive quality, executive ability and mass satisfaction of sales managers, so qualitative assessment is adopted. Qualitative assessment in performance assessment will affect the retention of the position, but it is not included in the calculation of assessment score. The assessment of business indicators and management indicators takes the form of quantitative assessment, which is also convenient for managers to supervise the assessment process on the basis of self-assessment and conducive to ensuring the fairness and transparency of assessment.

The assessment program has made clear provisions on the subject of implementation and the responsible person of each assessment. The general manager's office shall be responsible for the interpretation of the scheme if required; Data extraction is based on the standards issued by the financial department of each branch; The human resources department is responsible for qualitative evaluation. Clear assessment subjects, responsibility to the post, work allocation to people, conducive to scientific and efficient completion of the assessment tasks. For the performance appraisal object, in terms of the questions in the appraisal, it can give timely feedback to the relevant person in charge; For the higher authorities, if there is fraud in the assessment, it is also convenient to hold the responsible person accountable.

At present, the competition is fierce and the products are not easy to differentiate. If yu customers have more emotional connections, it will have a greater impact. Relationship management is the customer's persistence and loyalty to the product beyond the subjective and objective evaluation of the value of the product itself. Relationships are especially important when personal relationships play a role, or when customers are used to dealing with the same merchants due to inertia. In the current fierce market competition, product and brand differentiation is difficult to achieve and maintain for a long time, which makes relationship value of unprecedented importance. This is the incentive for businesses to compete to establish customer relationship management, which front-line salespeople need to learn.

Prior to the termination of personnel, the supervisor should analyze the reasons for the long-term poor performance of the sales personnel and seek solutions. The sales staff who can improve their ability through training and stimulate potential through incentives should be retained as much as possible and given more time and work support. In cases where efforts to improve performance have been ineffective, the sales organization shall provide clear evidence of long-term low performance and salvage of ineffective performance and dismiss low-performing staff.

想要了解更多英国留学资讯或者需要paper代写,请关注51Due英国论文代写平台,51Due是一家专业的论文代写机构,专业辅导海外留学生的英文论文写作,主要业务有论文代写assignment代写、paper代写。在这里,51Due致力于为留学生朋友提供高效优质的留学教育辅导服务,为广大留学生提升写作水平,帮助他们达成学业目标。如果您有paper代写需求,可以咨询我们的客服QQ800020041

51Due网站原创范文除特殊说明外一切图文著作权归51Due所有;未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象,51Due保留一切法律追诉权。

我们的优势

  • 05年成立,已帮助上万人
  • 24小时专业客服
  • 团队成员都毕业于全球著名高校
  • 保证原创,支持检测

英国站