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目前,房地产开发公司的销售总监一般实行底薪加佣金的薪酬制度。其中,底薪为一个既定的数额,按月发放;佣金直接与项目销售额挂钩,根据销售额的一定比例确定佣金的数额。一般而言,佣金单一与销售额挂钩。这种佣金制度的可取之处在于,一方面使销售总监工作目标明确,业绩易于衡量;另一方面,降低公司支付薪酬的风险,只有实现了销售收入,才会支付佣金,而不用在没看到结果前先行支付一大笔薪酬。但这种佣金制度本身存在诸多缺陷,应该在实践中加以改进,以实现有效激励的目的。
At present, the sales director of a real estate development company generally practices a salary system with base salary and commission. Among them, the basic salary for a given amount, issued on a monthly basis; commissions directly linked to the project sales, according to a certain percentage of sales to determine the amount of commission. In general, a single commission linked to sales. The desirableness of this commission system is that on the one hand, the sales director’s job objectives are clear and the performance is easy to measure; on the other hand, reducing the risk of the company paying the salary will only pay commission without realizing the sales revenue To pay a large salary before the results. However, the commission system itself has many shortcomings, which should be improved in practice in order to achieve the purpose of effective incentive.