< p > a good salary system can achieve inspiring, uplifting morale and inspiring talents. On the contrary, it affects the operation, production and sales of enterprises, and it will also be damaged in motivating employees and retaining talents.

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< p > < strong > < a href= "//m.pmae.cn/news/index_c.asp > salary survey < /a > mainly from the following points: < /strong > /p >

< p > 1, compare the salary level of other enterprises in the same industry, and timely grasp the salary situation of the peer enterprises, so as to retain the talents of enterprises.

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< p > 2, the economic development level of each region is different, and the wage level is also very different. Therefore, it is necessary to investigate the local wage level.

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< p > 3, salary structure survey, reasonable salary structure is very necessary for the long-term development of the company.

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< p > through the investigation, choose the suitable salary mode, half of the salary mode mainly has three kinds, each has its advantages and disadvantages.

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< p > < strong > 1, high elastic salary mode < /strong > < /p >

< p > characteristics: < a href= "//m.pmae.cn/news/index_c.asp" > performance pay < /a > is the main component of the salary structure, the basic salary and so on are in a very minor position, the proportion is very low, or even zero.

Its advantages are strong incentives for employees, and the remuneration of employees depends entirely on their performance.

The drawback is that employees' income fluctuates greatly, and employees feel insecure and secure.

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< p > < strong > 2, reconcile < a href= "//m.pmae.cn/news/index_c.asp" > salary mode < /a > /strong > /p >

< p > characteristics: performance pay and basic salary each account for a certain proportion; the advantage is: it has both incentives and safety for employees.

Disadvantages: we must establish a scientific and reasonable salary system.

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< p > < strong > 3, harmonic salary mode < /strong > < /p >

< p > characteristics: performance pay and basic salary each account for a certain proportion; the advantage is: it has both incentives and safety for employees.

Disadvantages: we must establish a scientific and reasonable salary system.

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< p > related links: < /p >

< p > for enterprises, because of the nature of the work of marketing personnel, enterprises are encouraged to add more incentive elements when designing marketing staff salaries.

What are the principles of salary design for marketers? < /p >

< p > 1. Determining the reasonable salary structure is quite different from that of other kinds of personnel.

The most important problem in establishing the salary system of marketing personnel is to determine the proportion of basic salary, royalty and bonus in each part of the salary, and establish a reasonable salary structure.

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< p > two, scientific salary survey and analysis need scientific salary survey to establish its own salary system.

This is especially true for marketers with distinctive job characteristics.

Salary survey focuses on solving the problem of external competitiveness of remuneration.

When determining employees' remuneration, enterprises need to refer to the salary status of the market.

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< p > three, establishing the quantitative index system of the system, the salary design of the marketing personnel seems to be the trade-off between the base salary, the Commission and the bonus, but in order to achieve its proper role, a lot of detailed work needs to be done, so as to establish a scientific and systematic quantitative index system.

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< p > four, the personalized salary system with personalized salary system mainly includes: < /p >

< p > 1, flexible diversified menu type royalty system.

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< p > 2, for sale novice, adopt protection strategy.

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< p > 3, establish special salary system and set up special contribution award.

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< p > five, the salary system pays attention to the market, the salary of the marketing personnel should reflect the market situation, and weaken the influence of the violent changes of the environment on the salary of the marketing personnel.

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