1. The employment mechanism is unscientific, irregular and imperfect. The employer fails to classify the required personnel (managers, technicians and ordinary personnel) according to the actual situation (post responsibilities and nature, workload and post) and scientifically evaluate the post requirements, so the number of employees is relatively large and the absolute number is relatively small.
2. Without an incentive mechanism, employees' enthusiasm, initiative and sense of identity gradually decrease, and their salaries and positions are the same year after year. If they do more, they will do less, and if they don't do it, they will be more discouraged and disheartened.
3, personnel management is too rigid, too rough, attendance management, work arrangements are often not combined with reality, make a one-size-fits-all approach, handle affairs personnel passive and inefficient, further affecting work enthusiasm and initiative.
4. The salary is low. Due to the continuous improvement of local consumption level, the existing salary can not meet the needs of survival and development, and employees lack a sense of security and belonging, so they choose to quit their jobs to find another job or be distracted to engage in a second job.
5. The recruitment conditions are low, the company lacks successors, the system of rewards and punishments, salary adjustment, probation period, regularization and promotion is not standardized, and there are many human factors, resulting in internal differences, and employees have opinions on the company.
Second, the company generally recommends:
1. According to the increase of sites, the company must establish a professional and professional full-time sales team and social sales team at each site, which will be managed by the Group Sales Center. At present, the focus is on increasing the volume at Nancun and Nangang stations. ?
2. Improve the existing sales system and strive to be fair, reasonable, sustainable and win-win. Competition, pragmatism, based on market dynamics, not personal wishes. In terms of pricing, quota, rebate, commission, etc. It is well-founded, flexible and principled, and plugs loopholes. Let the sales staff know the sales policy like the palm of their hand, easy to understand, easy to remember and easy to do, and attract more people to join the company's sales team. ?
3. Establish the coordination mechanism of production, distribution and service, improve the mechanism of complaint, rectification, investigation and publication, and incorporate the problems found in sales into the assessment content of the site and management. ?
4. Regularly analyze the market information, grasp the market price dynamics, and timely feed back to the company's top management, finance, materials and other departments for reference when making production and sales decisions.
5, often find the main advantages and disadvantages of each site, timely communication and correction. Regular inspection and supervision, evaluation, station capacity and appearance are always unremitting, and each station has a column to publish photos and positions of personnel and accept supervision.