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"If you're like most sales leaders, your incentive program is a constant challenge, as you try to jumpstart sales, energize a geographically dispersed and autonomous workforce, and motivate salespeople to achieve ambitious revenue goals. And sometimes it seems like you just don't know what works; your products and markets are changing, the incentive program that was so successful last year no longer produces the desired results, or perhaps the generous incentive program you created has yielded a corps of highly paid salespeople who spend most of their time on existing clients and minimal time generating new business -- and threaten to walk away with your customer base if you scale back paychecks! Incentive programs are seductively powerful but complicated instruments."

""Now in an updated and expanded edition, The Sales Compensation Handbook provides the information and tools needed to design and implement top-notch sales compensation programs. This authoritative reference from experts at Towers Perrin provides guidance on all aspects of compensating salespeople, including cash and non-cash incentives * base salary, bonus, and commission scales * team-selling roles and implications * linking compensation to company culture, and much more. Sales managers and compensation professionals alike will find this comprehensive resource a valuable tool for building sales rep productivity.""

"PT X is the biggest multinational shipping company in the world currently. PT X has service network which covers 6 continents with 325 local offices spreading in 110 countries and has around 10.000 employees around the world. It has been operating more than 250 vessels with total capacity about 800.000 TEUs.In Indonesia this company was established in 1958 and today Jakarta is the head office with three other branches in Semarang, Surabaya, and Medan and has employed more than 250 employees. The business strategy of this company is becoming a market leader in the shipping industry that forces the company to construct a new strategy called cost leadership that affects employees.At the present time PT X is facing a very serious problem which is high level turnover particularly in its sales department. From exit interview it has been known that almost 46% of the resigning employees decided to leave the company because they can get better offer in remuneration and benefits. Other reasons for leaving the company are better job opportunities, wish to pursue studies, fatigue, family, and other personal reasons. Sixty percent of the resigning employees come from the sales department.Turnover will impact the overall work performance, cost, time and difficulty in hiring professional workers. All these factors will cause high cost that the company anticipates by making a program to retain employees and increase productivity by providing:1. Attractive compensation and benefits package2. Reward and recognition programsCompensation is given to maintain and increase employees' motivation which in turn will increase employees' productivity. The writer is giving three suggestions in order to restructure the compensation design that would motivate employees:1. Reorganize the compensation design which concentrates on the annual gross base as a hygiene factor that hopefully could resolve issues in the sales department.2. Restructure the compensation design which focuses on pay for performance in the variable pay. This design will not interrupt with the cost effective strategy the company is using.3. Restructure the compensation design that concentrates on the fixed pay and variable pay with the aim of motivating the employees to achieve the liner target and logistics target and could retain potential employees.The writer recommends that the best option for PT X is the second suggestion as the most feasible in achieving an effective and competitive strategy to retain high potential employees. Hopefully this suggestion could reduce turnover and boost productivity, thus maintaining professional employees as valuable assets."

"The way a company designs its sales compensation program has a greater impact on behavior and results than any sales training, sales management method, or leadership message. Yet most senior executives fail to see the big picture, leading to fundamental misalignments between sales strategy and organizational goals. Featuring insightful interviews with Fortune 1000 C-level executives and real lessons from the field, this essential book reveals the tough questions leaders should be asking about how sales incentives drive the business. It provides valuable thought models and a Revenue Roadmap identifying the four major competency areas and 16 related disciplines that must connect for an organization to grow profitably. Last but not least, readers will find an interactive report card they can use to grade their own compensation plans. Sales compensation powers the performance of the entire business. "What Your CEO Needs to Know about Sales Compensation" casts a spotlight on how leaders at all levels can leverage the strategic power of incentives to reach the ultimate goals of their organization."

"ABSTRACTPengembangan penilaian prestasi kerja karyawan dan analisis penghitungan pembagian insentif karyawan berdasarkan pada 5 kriteria yaitu kriteria uraian tugas jabatan, kriteria dimensi kerangka kerja Austin-Hayne, kriteria tanggung jawab.fungsi, kriteria tingkat pendidikan dan kriteria pangkat jabatan. Penelitian ini dilakukan dengan mengambil 23 responden yang terdiri dari Kepala bagian, kepala sub bagian, kepala bidang, dan kepala sub bidang di rumah sakit Tugu Ibu. Metode penelitian yang dipakai adalah metode riset operasional, dengan metode penilaian graphic rating scale. Penentuan bobot untuk kriteria dan standar penilaian menggunakan AHP (analitical hierarchy process) Untuk pengumpulan data dilakukan dengan wawancara, observasi, telaah dokumen, dan kuesioner penilaian kinerja.Hasil penelitian ini menunjukkan bahwa dengan kriteria uraian tugas jabatan dan kerangka kerja Austin-Hayne, prestasi kinerja karyawan teridentifikasi lebih baik dan dengan penambahan kriteria tanggung jawab/fungsi, tingkat pendidikan dan pangkat jabatan pengitungan insentif yang diberikan diharapkan lebih memotivasi karyawan untuk berprestasi lebih tinggi. Insentif dengan pembagian laba yang digabungkan dengan penilaian kinerja karyawan akan mencerminkan insentif yang sesuai dengan prestasi kinerja karyawan.

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ABSTRACTDevelopment of employee achievements appraisal and analysis of the calculation dividing the incentives employees based on 5 criteria: criteria description criterion task title, dimensions framework Austin-Hayne, the criteria of responsibility. functions, the criteria of education level and the criteria in rank position. This research was conducted by taking 23 respondents consisting of a head of section, head of Sub-Division, the head of the field, and the head of the subfields in the Tugu Ibu Hospital. The research method used is operational research methods, assessment methods with graphic rating scale. Determination of the criteria and weights for standard assessment using AHP (analitical hierarchy process) for the collection of data is done with the interview, observation, document review, and performance assessment questionnaire.The results of this research suggest that title task description criteria and frameworks Austin-Hayne, the unidentified employee performance achievements better and with the addition of the criteria of responsibility/functions, level of education and the rank of position counting incentives given expected more motivating employees to higher achievers. Incentives with sharing of profit combined with employee performance assessment will reflect the appropriate incentives with performance accomplishments."