The Sales Force Compensation Business Essay

The Sales tie recompense Business EssayFor most of the organizations, honorarium fancy is the primary(prenominal) driving force for motivating the entire gross revenue force as they atomic number 18 the key hoi polloi interacting with the customers on regular basis. According to Skiera and Albers (2008), the jibe rewards nestle comprises of all the tools avail suitable with the employer for attracting, motivating and rewarding the employees appropriately. The main account of this approach is to accelerate in demand(p) behaviors in the entire workforce on with reinforcement of overall business strategy that leave al whiz boost the firms capital punishment (Mia Evans, 2007).Unilever ensures that is total rewards computer program is supportive to achieve the desired tar sires of the company and the homo Resource (HR) professionals of the company have ensured that it possesses six features that atomic number 18 vital for the authority of this program (WorldatWork, 2007) . The main features of the total rewards approach are as followsCompensation It is the most cardinal part of the entire program as it is the rudimentary pay structure that comprises of both fixed and variable pays along with long and short-term incentives. The fixed amount is the base salary which remains constant for every sales person and the variable pay is dependent on the mode used i.e. commission, pay-for-performance, piece-rate pay, time-rate pay and others. The other incentives comprise of bonuses, value-sharing, ownership share and and so onEnhanced flexibility The employees are looking for flexible work hours that digest them to utilize their skills appropriately while working on the job.Benefits These are the factors that the employees are looking for in their jobs in addition to the m acetary payment that they turn around such as medical benefits, life insurance benefits, social security, unemployment and etc.Rewards and Recognition When employees achieve something highly desirable or challenging, they need to be shown the appreciation either by giving them rewards in the form of bonuses, profit sharing, share ownership or announcing the success within the organization to go for the persons valuable contribution in the company.Work-life balance The employees have to provided support in maintaining adequate balance between the work, personal life and community responsibilities. They back be provided financial support, paid and unpaid vacations, caring for dependents and community betrothal opportunities.Opportunities for development and career progression In order to retain the employees for long-term, the program should outline the career progression path that is vital for the enhanced motive level of the complete sales force. unbelief 2Describe the behaviors of the sales force that are targeted with the fee device.Answer 2With the help of an useful and well-integrated honorarium plan, Unilever tries to boost the productivi ty of its sales force so that they female genital organ help it in meeting the long-term objectives. The key behaviors that are targeted in sales force with a highly effective compensation plan are bringing new ideas and concepts in the company, suggesting innovative products that are desired by the customers for enhancing their satisfaction level, creating competition among salespeople so that they strive to exculpate change magnitude sales and promoting proper and ethical course of business activities for meeting the organisational objectives effectively (Zoltners, Sinha Lorimer, 2006).When employees will be contented with the compensation plan and will believe that they are being compensated for their efforts adequately, they will become trusty to the company and the employee turnover rate will reduce drastically. The entire employee follow will go down and the organization will be able to maintain a proper balance between the employees value and organizations goals.Questi on 3Assess how a value proposition is achieved for current and succeeding(a) employees in the plan you have outlined.Answer 3According to Cichelli (2010), the compensation plan objectiveed by Unilever comprises of the following factorsBase Pay outfit (Depending on the sales made by each salesperson)Bonuses (10% of the base pay)Benefits wellness care, Life insurance, Retirement, Social security, community support programs, paid holidays and financial support.Rewards and course credit Merit based increase at the year end after(prenominal) performance appraisal and profit sharing for exceeding the target level. rush advancement opportunities Each sales person will be inclined specific targets to provide chances for moving ahead in their careers and try to get promoted to more additional levels.The basic philosophy underlying the total rewards approach is that the employees should be provided complete value from the entire compensation plan. The key elements undeniable for cre ating the most effective value proposition for all current and potence employees are colleagues, work responsibilities, organization culture, values and total rewards. Most of the employees make their final decision on the basis of the rewards that are visible to them and they glide by less importance to the non-monetary rewards that are given during the job tenure (How, Sundram Tack, 2011).From the compensation plan outlined, it is evident that the company highly values its sales people and has taken every important measure to provide a conducive, encourage and accommodating working environment to them that will elicit desired working behavior along with enhanced motivation level. In order to piss the effective value proposition, the compensation plan of each employee is aligned with the organizations objectives and they are provided the right tools and opportunities that can help them in attaining their yearly goals successfully.Question 4Based upon the type of plan you have c reated, indicate how attracted you think hereafter salespeople may be to this plan.Answer 4Since the compensation plan is one of the vital methods used by organizations to attract, retain and motivate the employees, it is important for them to nurse on incorporating the changes within the plan so that it is up-to-date. Although the designed compensation plan is a general one but the most effective one is that which takes account of each employees needs and develop the plan in accordance of rights to their expectations. Sometimes the employers overlook the individual requirements of every sales person and design a plan that is beneficial for the organization.In order to attract more sales people, there are various features that will have to be added in the compensation plan such as employee engagement activities, off-the-job tuition programs, promoting the concepts of vacations for boosting the productivity level and including attractive rewards that will keep the sales person gl ued to the job and will find the work interesting and captivating.Hence, it is important to upgrade the compensation plan on an ongoing basis so that there are no loopholes in them and the sales force is satisfied with the rewards strategy. However, the key to keeping the employees motivated and enhancing their retention desire is to offer them the compensation and rewards in accordance to their requirements so that they feel valued and are impulsive to go an extra mile to support the company in fulfilment of its mission and objectives.