自發性業務激勵制度之研究

Abstract

業務部門是為公司帶來業績的重要團隊，而業務激勵制度是引導業務行為的關鍵影響因子。傳統業務激勵制度雖也提供了激勵效果，但較仰賴對業務的管理，以期讓業務的行為能符合企業的需求，最明顯的例子就是業績的預估和業務的自我管理。業務承諾的業績目標，常常最終卻無法達成，使得企業難以預估精確的業績，且企業需要透過各種方法來引導業務有動力持續挑戰更高的目標，會需要很高的管理成本。 本研究是在此背景下，提出改良傳統業務制度的「自發性業務激勵制度」，讓業務更主動參與在激勵制度中，預期在執行此制度後，能引導業務更準確設定業績目標，並激勵業務持續願意追求更高的業績挑戰。 本研究透過業務激勵制度的相關文獻回顧，統整激勵制度的設計要點：合理並公平的反應員工的努力，並滿足員工對成就感的追求；且涵蓋員工自主性，以引導其對工作產生自主行為。根據此要點，並企業對業績精確預估的需求，提出自發性業務激勵制度的概念與試算模式。自發性業務激勵制度，是透過讓業務自主設定業績目標，且最後獲得的獎酬能對應到目標的設定，使業務更主動參與與承諾在業績目標的制定上，以至於有內在動力促使其更願意完成目標。除此之外，也讓業務在實際業績達成與目標設定一致的狀況下，能獲得獎酬的最大值與獎金抽成係數的最大值。若是同樣的業績達成，但是設定不精準的業績目標，則業務能獲得的獎金會有所折扣，這使得業務會盡可能地避免實際達成低於目標，卻又會盡力提高目標設定值。 從本研究的論證中可以知道，自發性業務激勵制度的確能引導業務設定合理的業績目標，並確實達成目標，有效達成讓業務精確預估業績達成，且減少企業管理成本之目的，能有效改良傳統業務激勵制度的弊病。透過獎金的調整，讓業務僅在精準設定業績目標的狀況下，能獲得最大化的獎酬。期望此制度的提出，能協助企業解決目前業務制度上的困境，共創企業與業務雙贏的局面。

Sales department is a key team to develop business, and sales incentive program is an influential element navigating the behavior of sales people. Although the traditional sales incentive program provides encouragous effect, it more replies on sales management in hope that the behavior of sales can comply with the demand of enterprises, and the most obvious examples are the prediction of performance and the self-management of sales. Usually, due to the performance promised by sales person may not be achieved, companies cannot predict performance accurately and they have to try various methods to pilot sales persons to constantly challenge higher targets, which will bring high management cost for the companies. In accordance to the above context, the research puts forward a spontaneous sales incentive program in hope of improving traditional sales system. Sales persons can actively participate in the implementation of sales incentive program. It can be expected that sales people can be piloted to set more accurate performance target and encouraged to challenge higher performance target after the spontaneous sales incentive program is implemented. Through reviewing the relevant references of sales incentive programs, the research integrates the main points of the incentive system designs: reflecting employees’ endeavor in a reasonable and fair manner, satisfying employees’ sense of achievement; covering employees’ autonomy, navigating employees’ autonomous behavior towards work. In accordance to these main points and companied by the demand of accurate forecast of performance of companies, the research puts forward the concept and calculation model of spontaneous sales incentive program. Through sales persons’ spontaneous setting of performance targets, the spontaneous sales incentive program accomplishes the final reward received coherent to the setting of the targets, and employees can more actively participate in the setting of performance targets. As a result, employees will be endowed with inner momentum to achieve performance targets. In addition, employees can obtain maximized reward and bonus. If sales persons achieve same performance with inaccurate performance targets, their bonus will be discounted, and therefore they will try their best to avoid achieving actual performance below targets, and instead they will raise the set target. From the demonstration of this research, it can be known that spontaneous sales incentive program can actually pilot sales persons to set reasonable performance targets and actually allow them to achieve targets, enable sales persons to accurately predict performance, to reduce the management cost of company, and to effectively avoid the disadvantages of traditional sales incentive program. Through reallocating bonus, sales people can obtain maximized rewards only when performance targets are accurately set. Hopefully, the presented system can assist company in resolving current sales system dilemma and creating a win-win situation between company and sales people.