Remuneration Of Salesmen
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REMUNERATION OF SALESMEN PRINCIPLES DEFINE TERMS OF ENGAGEMENT PUT DOWN IN WRITING TERMS AND CONDITIONS OF EMPLOYMENT CLARIFY THE ROLES OF EITHER SIDE
1
REMUNERATION OF SALESMEN POINTS TO BE COVERED IN AGREEMENT OBLIGATIONS OF SALESMAN AND EMPLOYER FUNCTIONS AND DUTIES OF SALESMEN TERRITORY ASSIGNED TO SALESMEN REMUNERATION PAYABLE TO SALESMEN LIMITS OF AUTHORITY PROVISIONS RELATING TO EXPENSES CONDITIONS OF TERMINATION 2
METHODS OF REMUNERATION SALARY COMMISSION EXPENSE ALLOWANCE 3
METHODS OF REMUNERATION COMBINATIONS STRAIGHT SALARY STRAIGHT COMMISSION ON SALES SALARY AND COMMISSION ON SALES SALARY PLUS COMMISSION ON SALES ABOVE A CERTAIN AMOUNT SALARY PLUS COMMISSION OF VARYING PERCENTAGE ON VARYING TOTALS OR DIFFERENT TYPES OF GOODS SALARY PLUS A SHARE IN PROFITS
4
ESSENTIALS OF GOOD REMUNERATION PERSONAL SIMPLE TO UNDERSTAND WITHIN THE REACH OF SALESMAN PROVIDE CONTINUOUS INCENTIVE 5
QUOTAS AND BONUS FIX A PARTICULAR QUOTA ENSURE SALESMAN ACHIEVES THIS QUOTA AWARD BONUS IF QUOTA IS EXCEEDED 6
QUOTAS AND BONUS BONUS FOR SPECIAL ACHIEVEMENTS OPENING NEW ACCOUNTS SELLING SPECIAL ITEMS MAKING COLLECTIONS STAGING DEMONSTRATIONS SETTING UP WINDOW DISPLAYS CUTTING DOWN EXPENSES OF SELLING
7
SPECIAL SCHEMES SALES CONTESTS AND PRIZES SPECIAL PAYMENTS FOR SALES OPERATIONS PROFIT SHARING FRINGE BENEFITS ALLOWANCES FOR TRAVELLING , ENTERTAINMENT
8
COMPENSATION PLAN PRINCIPAL OBJECTIVES TO PROVIDE AN ADEQUATE INCOME FOR ACCEPTABLE WORK A SENSE OF SECURITY INCENTIVES TO INDUCE EFFORTS ECONOMY 9
NON FINANCIAL INCENTIVES MOTIVATION IN THE FORM OF NON – FINANCIAL OR PSYCHIC WAGES IS THE NEED OF THE HOUR WHY ?
10
NON FINANCIAL INCENTIVES NEEDS OF SALESMAN DESIRE FOR STATUS OUTSIDE THE COMPANY DESIRE FOR PERSONAL RECOGNITION IN THE COMPANY ITSELF DESIRE TO EXCEL DESIRE TO DO GOOD WORK
11
NON FINANCIAL INCENTIVES METHODS OF PAYING PSYCHIC WAGES PROMOTE SALESMAN AS MANAGER OR TRAINER RESPECT THEIR PERSONAL EGO BUILD A SENSE OF BELONGING MOTIVATE THROUGH PARTICIPATION OFFER CHANCE TO PROGRESS AND ADVANCEMENT DEMONSTRATE BENEFITS OF TRAINING PROVIDE EMOTIONAL SECURITY
12
NON FINANCIAL INCENTIVES FORMS OF STIMULATION SALES CONTESTS SALES BULLETINS CONFERENCES 13
DEVELOPING AND MAINTAINING MORALE YOUR COMPANY GIVES YOU TRAINING – INITIAL & CONTINUOUS SALES MANUAL SALES BULLETINS ADEQUATE COMPENSATIONS & INCENTIVES JOB SECURITY RECOGNITION OPPORTUNITY 14
DEVELOPING AND MAINTAINING MORALE OBJECTIVES AND MOTIVES SECURITY RECOGNITION OPPORTUNITY 15
DEVELOPING AND MAINTAINING MORALE FREEDOM FROM CARE AND APPREHENSION FREEDOM FROM FEAR OF LOSING JOB ASSURANCE OF REASONABLY REGULAR MINIMUM WAGE WOULD LEAD A SALESMAN TO DO A BETTER JOB
16
DEVELOPING AND MAINTAINING MORALE A DESIRE FOR RECOGNITION AND APPROVAL IS PRESENT IN EVERY ONE
17
DEVELOPING AND MAINTAINING MORALE PRAISE OF SALESMAN WHEN IT IS DUE LEADS TO HUGE SATISFACTION & SENSE OF ACHIEVEMENT
18
DEVELOPING AND MAINTAINING MORALE NOT CONSULTING SALESMEN BEFORE TAKING DECISIONS AFFECTING THEIR INTEREST MIGHT RESULT INTO : RESENTMENT AND LOWERING OF MORALE 19
CONCLUSION DEVELOP A PROPER ATTITUDE AMONG SALESMAN MAINTAIN THEIR MORALE 20
1
REMUNERATION OF SALESMEN POINTS TO BE COVERED IN AGREEMENT OBLIGATIONS OF SALESMAN AND EMPLOYER FUNCTIONS AND DUTIES OF SALESMEN TERRITORY ASSIGNED TO SALESMEN REMUNERATION PAYABLE TO SALESMEN LIMITS OF AUTHORITY PROVISIONS RELATING TO EXPENSES CONDITIONS OF TERMINATION 2
METHODS OF REMUNERATION SALARY COMMISSION EXPENSE ALLOWANCE 3
METHODS OF REMUNERATION COMBINATIONS STRAIGHT SALARY STRAIGHT COMMISSION ON SALES SALARY AND COMMISSION ON SALES SALARY PLUS COMMISSION ON SALES ABOVE A CERTAIN AMOUNT SALARY PLUS COMMISSION OF VARYING PERCENTAGE ON VARYING TOTALS OR DIFFERENT TYPES OF GOODS SALARY PLUS A SHARE IN PROFITS
4
ESSENTIALS OF GOOD REMUNERATION PERSONAL SIMPLE TO UNDERSTAND WITHIN THE REACH OF SALESMAN PROVIDE CONTINUOUS INCENTIVE 5
QUOTAS AND BONUS FIX A PARTICULAR QUOTA ENSURE SALESMAN ACHIEVES THIS QUOTA AWARD BONUS IF QUOTA IS EXCEEDED 6
QUOTAS AND BONUS BONUS FOR SPECIAL ACHIEVEMENTS OPENING NEW ACCOUNTS SELLING SPECIAL ITEMS MAKING COLLECTIONS STAGING DEMONSTRATIONS SETTING UP WINDOW DISPLAYS CUTTING DOWN EXPENSES OF SELLING
7
SPECIAL SCHEMES SALES CONTESTS AND PRIZES SPECIAL PAYMENTS FOR SALES OPERATIONS PROFIT SHARING FRINGE BENEFITS ALLOWANCES FOR TRAVELLING , ENTERTAINMENT
8
COMPENSATION PLAN PRINCIPAL OBJECTIVES TO PROVIDE AN ADEQUATE INCOME FOR ACCEPTABLE WORK A SENSE OF SECURITY INCENTIVES TO INDUCE EFFORTS ECONOMY 9
NON FINANCIAL INCENTIVES MOTIVATION IN THE FORM OF NON – FINANCIAL OR PSYCHIC WAGES IS THE NEED OF THE HOUR WHY ?
10
NON FINANCIAL INCENTIVES NEEDS OF SALESMAN DESIRE FOR STATUS OUTSIDE THE COMPANY DESIRE FOR PERSONAL RECOGNITION IN THE COMPANY ITSELF DESIRE TO EXCEL DESIRE TO DO GOOD WORK
11
NON FINANCIAL INCENTIVES METHODS OF PAYING PSYCHIC WAGES PROMOTE SALESMAN AS MANAGER OR TRAINER RESPECT THEIR PERSONAL EGO BUILD A SENSE OF BELONGING MOTIVATE THROUGH PARTICIPATION OFFER CHANCE TO PROGRESS AND ADVANCEMENT DEMONSTRATE BENEFITS OF TRAINING PROVIDE EMOTIONAL SECURITY
12
NON FINANCIAL INCENTIVES FORMS OF STIMULATION SALES CONTESTS SALES BULLETINS CONFERENCES 13
DEVELOPING AND MAINTAINING MORALE YOUR COMPANY GIVES YOU TRAINING – INITIAL & CONTINUOUS SALES MANUAL SALES BULLETINS ADEQUATE COMPENSATIONS & INCENTIVES JOB SECURITY RECOGNITION OPPORTUNITY 14
DEVELOPING AND MAINTAINING MORALE OBJECTIVES AND MOTIVES SECURITY RECOGNITION OPPORTUNITY 15
DEVELOPING AND MAINTAINING MORALE FREEDOM FROM CARE AND APPREHENSION FREEDOM FROM FEAR OF LOSING JOB ASSURANCE OF REASONABLY REGULAR MINIMUM WAGE WOULD LEAD A SALESMAN TO DO A BETTER JOB
16
DEVELOPING AND MAINTAINING MORALE A DESIRE FOR RECOGNITION AND APPROVAL IS PRESENT IN EVERY ONE
17
DEVELOPING AND MAINTAINING MORALE PRAISE OF SALESMAN WHEN IT IS DUE LEADS TO HUGE SATISFACTION & SENSE OF ACHIEVEMENT
18
DEVELOPING AND MAINTAINING MORALE NOT CONSULTING SALESMEN BEFORE TAKING DECISIONS AFFECTING THEIR INTEREST MIGHT RESULT INTO : RESENTMENT AND LOWERING OF MORALE 19
CONCLUSION DEVELOP A PROPER ATTITUDE AMONG SALESMAN MAINTAIN THEIR MORALE 20
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