外文翻译----委托销售人员的薪酬管理.doc

毕业设计英文资料翻译 The Translation Of The English Material Of Graduation Design 学生姓名： 学 号 ： 240074308 所在学院： 专 业： 劳动与社会保障 指导教师： 年 月 日 Compensation Management of Commissioned Sales Employees Motivating employees in the private and public sectors can be a difficult task. Fortunately, the private sector has the ability to offer compensation plans to sales employees that involve competitive incentives. Before companies are able to offer incentives to their employees they need to decide which is the best fit and the most manageable for them. Many compensation plans can become too costly for companies. Companies need to be able to manage compensation of commissioned sales employees in a way that will maximise profit and motivate employees to produce. Companies can design their own compensation plan or they can contract out to a consulting firm that specialises in compensation management of commissioned sales employees. Each sales organisation is different, but all share common needs in their reward plans. Sales compensation has new ideas and changes every year. None of these new ideas are a real change from existing best practices. In all organisations, sales executives (by their nature) all want the new commission plan, so organisations need to be careful in reviewing methodologies to identify the real value-added vs. the marketing hype (Rodeghero, 2002). Compensation management can mean many things to different organisations. The root word for compensation is compensate, which means to reward or to pay (Webster’s Dictionary, 1991:85). When one talks about compensation management of commissioned sales employees, the words incentive, motivation, goals and performance arise. All of these are aspects of compensation plans. Before an organisation can create a compensation plan, it needs to find out what will motivate employees to perform at higher levels. The easiest