| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 94 === People who work in the biochemical industry focus on their professional knowledge and services they provide. All companies strive to work with the elite in their respective fields. Finding a suitable candidate to fill a position can be difficult, while relative newcomers are headhunted to competitors once they have been properly trained. These issues negatively affect business. Therefore, a company needs an aggressive plan to retain and attract outstanding employees. For employees, they want to find worthwhile work at a company. For companies, they need to establish an aggressive motivation program.
Through statistical analysis, three major themes emerged: intrinsic and extrinsic motivation policies affect each other; if salespeople agree with company policy and organization, they are more likely to work harder and receive due recognition, encouraging them to stay with the same company for longer; and finally, training development programs, company policy, and supervision are clearly related.
Outlined below are the findings of this study.
1. Most salesmen view the following issues as being very important: Strengthen and regularly review salary increases, year-end bonuses, sales incentives, and retirement、severance plans.
2. Most salesmen view the recognition program as not being as important as other programs. The recognition program has limitations in motivating employees.
3. The cultivation and development of managers’ capabilities in coaching and discipline is needed to ensure that employees will remain in the company. .
4. Emphasize mutual collaboration among the organization‘s culture in order to achieve high productivity and retention rates. .
5. Flawlessly execute marketing strategic plans and products to compete in the market.
6. Flawlessly execute succession plan and employee’s promotion, rotation and transfer plan to ensure that they have an opportunity to be promoted, motivating employees.
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