In the paper “Sales Force Compensation” the author analyzes the provision of a total rewards program, which has been the centerpiece of organizational success. Total rewards program refers to all the tools that are available to the employer…
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As such, the use of total rewards program as a way of attracting, retaining and motivating employees involves the extension of what an employee perceives as being of value to that employee. The need for an effective Total rewards program is underscored by firms being solely dependent upon it for growth, stability and overall success. Likewise, the success of a firm that wants to have an effective sales force must use total rewards program, the size of that firm notwithstanding. 1. Six Features of an Effective Total Rewards Program In order to motivate the sales force to produce the highest number of clients, there are six features of an effective total rewards program that should be put to use. One of the features that of an effective total rewards program that will help is compensation. Compensation is the pay that is extended to an employee for the services that the employee renders. Compensation should not only include both short and long-term rewards. Fair and effective compensation is that which supports the organization's goals, mission and business objectives. It is against this backdrop that Nike Inc. provides its personnel with very competitive salary that totally complements employees' duties, roles and responsibilities. Another feature of an effective total rewards program that should be put to use is the definition and moderation of work-life. Work-life comprises a particular set of organizational policies, practices, programs and philosophy which actively sustain and support efforts to help employees attain success both at the workplace, and at home. Some of the examples and facets of work-life include job sharing, telecommuting, sabbaticals, flexible work hours, compressed workweek, and continued education. Nike Inc allows sabbaticals for its employees annually. Employees who have worked with Nike Inc. for five years are entitled for two-week rest while those who have worked with the firm for more than six years are entitled for a one-month's leave. Nike Inc's sales and marketing department and employees are the best paid in the sportswear industry, according to Borgardus (2006). Failure to observe proper work-life easily paves way for dissatisfaction and de-motivation among employees. In another wavelength, Nike Inc or any other organization that is serious about its effective total rewards program must factor its benefit program into consideration. Benefits refer to programs that an employer dispenses to supplement monetary emoluments that are given to employees. Aspects of these benefits include income protection, retirement programs, health and savings. Cichelli (2010) divulges that a well-designed program may not be generic, but needs to customize the diverse workforce which makes up Nike Inc.'s retail and organization. Nike Inc.'s benefit program will help its selling and promotion undertakings since Nike Inc. provides health insurance, disability insurance, life and accident insurance, paid sabbaticals, tuition assistance, product discounts, transportation allowance and discount.
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U.S. Military Aviation Training and Environmental Regulations
However, community noise and air quality are a growing concern for military aviation because of increased regulation, public awareness, urbanization and increased areas required for military training (Waitz et al., 2005, p.329).
A total reward strategy is important in such cases if the management has to succeed in helping sales people stay on course and deliver organizational objectives. Avon Products, Inc. is one of those companies that engage in selling. It is located in New York City in the US.
The author states that target market should have qualified and determining dimensions that match the needs of customers by providing good services and products. Determining and estimating the competition strength is also important in sales. Knowledge of the segment that will need a company’s product or services will save time and resources.
The author states that sales force automation refers to automating all the actions related to sales of an organization or business. This is a coordination of applications that chiefly center on scheduling and contacts management. Sales force automation actions are usually incorporated with other systems.
Humans have put their lives first not forgetting that they dwell in the same environs, which they are polluting (Egan, 2003). Various companies such as Growing Power, Green for All, Smart Growth and Community Supported Agriculture among others have been
The author states that some of the features of the sales job that made it appropriate for a results based approach to job performance are that the number of sales that the employees make determines the amount of profits that the company will make. Secondly is that the payment mode of the job is on a commission basis.
The author explains that the program will help improve his academic background in the biomedical sciences and develop his credentials for admission into another health professional program. Moreover, the program will help him acquire diverse skills and knowledge in the areas of genetics, biochemistry, human anatomy.
The author states that the sales force can be motivated through premium and variable pay, besides the base salary. Premium pays can be in the form of on-call, shift differential, call-in, hazard, bi-lingual and skill based pay. Variable pay, on the other hand, can be offered as commission, team based pay, bonus programs and incentive pay.
Moreover, it controls their activities and help to adapt themselves to the changes that takes place in the organization, related to products, markets and the overall business scenario (Chingos 2002). This study will evaluate the compensation plan of Hindustan