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监控产品供应商和解决方案服务商浙江大华技术股份有限公司(以下简称大华股份)围绕绩效奖金分配问题设计了全面的奖金考核体系——奖金K值模型,并在公司推广应用,收到良好成效。一、奖金K值模型设计思路1.模型引入标准销售额概念,实现压力传递效应。考核标准销售额实际就是考核销售毛利额,其目的是为了让销售团队既注重打单的质量也要注重薄利多销的原理。通过这一方式设定,能够促使销售团队的领导者引导销售人员通过提高销售技巧、对产品的认识等方式提高所签合同的含金量,而不是通过一味降价来增加销售额。
Zhejiang Dahua Technology Co., Ltd. (hereinafter referred to as Dahua Co., Ltd.), a monitoring product supplier and solution service provider, designed a comprehensive bonus evaluation system-Bonus K value model around the distribution of performance bonuses and promoted and applied the company to receive Good results. First, the bonus K value model design ideas 1 model to introduce the concept of standard sales, to achieve the pressure transfer effect. Assessment standards sales is actually the assessment of gross margin sales, its purpose is to make the sales team not only pay attention to the quality of single-play but also pay attention to the principle of small profits. Setting this way enables sales team leaders to guide salespeople to increase the gold content of contracts they sign by increasing sales skills, product awareness, and more, instead of simply increasing sales by increasing prices.