人力资源英文论文

人力资源英文论文内容摘要：

brelated performance data, product quality and customer plaints。 observation by supervisors or other specialists. We can pare our salespeople’s actual performance to what it should be. Then we should distinguish between can’tdo and won’tdo. First, determine whether it is a can’tdo problem and, if so, find its specific causes. Such as in our outlet, our salespeople may don’t know what to do or what our home office’s standards are. At the beginning of training, we should let our salespeople know they should behave good, care about the doityourself market as contractor. Then, they can change can’tdo into cando. On the other hand, if it is a won’tdo problem, we may need to change the reward system. One expert says, “Perhaps the biggest trap that trainers fall into is training for problems that training just won’t fix.” As training is the solution, we need to set objectives. The objective tells what the trainees should be able to acplish upon pleting the training program. 5 Transfer of Training Although training is the solution to our pany’s problem, training will also be failed if the trainee lacks the ability of making transfer easy. If we do according the following steps, the training will be easy to transfer to our actual work. (1) We maximize the similarity between the training situation and the work situation. As for our outlet, we can make our training at our work situation. (2) We can provide adequate practice, during our training, some salespeople can act as customers, and others can act as salespeople as they are. During the practice, they can experience the customers’ emotion, then they can think about what they do can satisfy the customer and how to improve their sales performance. (3) We can direct the trainees’ attention to important aspects of the job. Such as serve our customers with sweet smile, introduce our products with patience, and answer customers questions patiently. The most important thing is treat doityourselfers with enthusiasm as we treat contractors. Balance Compensation Plan Sales pensation plans always rely on incentives such as sales missions. However, some salespeople get straight salaries, and most receive a bination of salary and mission. Both salary plan and mission plan have advantages and disadvantages. Straight salaries make particular sense when the salespeople’ main job is finding new customers or account service. To salespeople who make his effort on service the doityourselfers, we can increase their salary. One of the disadvantages of salary plan is that it isn’t proportionate to results. This can attack salespeople’s highperformance. On the other hand, mission plans pay salespeople for results. It is no 6 doubt that it has the greatest incentive, and it can attract highperformance salespeople who see that effort clear to rewards. However, salespeople will be care more about making the sale and a big deal of product, and they may neglect duties like servicing small customers, and pushing hardtosell。