REMUNERATION OF SALESMEN

PRINCIPLES

DEFINE TERMS OF ENGAGEMENT
PUT DOWN IN WRITING TERMS AND CONDITIONS OF EMPLOYMENT CLARIFY THE ROLES OF EITHER SIDE
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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
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METHODS OF REMUNERATION
SALARY COMMISSION

EXPENSE ALLOWANCE
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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

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ESSENTIALS OF GOOD REMUNERATION
PERSONAL

SIMPLE TO UNDERSTAND
WITHIN THE REACH OF SALESMAN PROVIDE CONTINUOUS INCENTIVE
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QUOTAS AND BONUS
FIX A PARTICULAR QUOTA ENSURE SALESMAN ACHIEVES THIS QUOTA AWARD BONUS IF QUOTA IS EXCEEDED
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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
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SPECIAL SCHEMES
SALES CONTESTS AND PRIZES SPECIAL PAYMENTS FOR SALES OPERATIONS PROFIT SHARING FRINGE BENEFITS ALLOWANCES FOR TRAVELLING , ENTERTAINMENT
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COMPENSATION PLAN
PRINCIPAL OBJECTIVES TO PROVIDE AN ADEQUATE INCOME FOR ACCEPTABLE WORK A SENSE OF SECURITY INCENTIVES TO INDUCE EFFORTS ECONOMY
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NON FINANCIAL INCENTIVES
MOTIVATION IN THE FORM OF NON – FINANCIAL OR PSYCHIC WAGES IS THE NEED OF THE HOUR WHY ?

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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
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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

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NON FINANCIAL INCENTIVES
FORMS OF STIMULATION
SALES CONTESTS SALES BULLETINS CONFERENCES
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DEVELOPING AND MAINTAINING MORALE
YOUR COMPANY GIVES YOU
TRAINING – INITIAL & CONTINUOUS SALES MANUAL SALES BULLETINS ADEQUATE COMPENSATIONS & INCENTIVES JOB SECURITY RECOGNITION OPPORTUNITY
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DEVELOPING AND MAINTAINING MORALE
OBJECTIVES AND MOTIVES
SECURITY RECOGNITION OPPORTUNITY
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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

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DEVELOPING AND MAINTAINING MORALE
A DESIRE FOR RECOGNITION AND APPROVAL IS PRESENT IN EVERY ONE

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DEVELOPING AND MAINTAINING MORALE
PRAISE OF SALESMAN WHEN IT IS DUE LEADS TO
HUGE SATISFACTION &

SENSE OF ACHIEVEMENT
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DEVELOPING AND MAINTAINING MORALE
NOT CONSULTING SALESMEN BEFORE TAKING DECISIONS AFFECTING THEIR INTEREST MIGHT RESULT INTO :
RESENTMENT AND LOWERING OF MORALE
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CONCLUSION
DEVELOP A PROPER ATTITUDE AMONG SALESMAN

MAINTAIN THEIR MORALE
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Prof Ravi Chhabra ravisuno@gmail.com

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