Solutions to Reduce the Situation of Salespeople’s Work Resignation in VNPACO Media

• Main Author: Vu Manh Dung
• Other Authors: Do Xuan Truong
• Format: Others
• Language: en_US
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/78456728240822547921

碩士 === 龍華科技大學 === 資訊管理系碩士班 === 101 === 1. Statement of the problem and the rationale for the study VNPACO Media is the enterprise working in the field of marketing and advertising with a relatively high rate of salespeople (approximately 80-90%). However, these employees are most likely to quit their jobs, accounting for 99.5% work resignation in total. This fact not only affects the enterprise’s plans of production and business but also leads to the waste on recruiting and training procedures. According to the Board of Directors, this is the crucial cause hindering the development of the enterprise. As the head of the enterprise, with a hope to help my company firmly develop, I am urged to do a study on: “Some solutions to reduce the situation of salespeople’s work resignation in VNPACO Media” 2. Research aims The study aims at the following issues: Study the current situation of salespeople’s work resignation in VNPACO Media Investigate and analyze main reasons leading to the situation mentioned above and recommend possible solutions Figure out the relations between the situation and causes: the level of satisfaction towards work … Recommend some solutions to reduce the current situation of salespeople’s work resignation in VNPACO Media 3. Research objectives The situation of salespeople’s resigning from work Reasons causing the situation of salespeople’s resigning from work: the level of job satisfaction, obstacles when entering the field of business… The relation between the reasons and the situation 4. Scope of the study The study focuses on figuring out main reasons for salespeople’s job resignation and suggesting correlative solutions to reduce this situation within the scope of VNPACO,.jsc 5. Thesis structure In addition to the References and Appendix, the main content of the thesis includes 5 chapters as follows: - Chapter I: Introduction - Chapter II: Literature Review - Chapter III: Methodology - Chapter IV: Results - Chapter V: Conclusion and Recommendations 6. Main reasons for resignation in the company 6.1. Salary, bonus and welfare This is the main reason for the decision of resignation of the sales men of the Company. The Group of employees who have resignation decision due to salary, bonus and welfare concentrates on the group of employees who works for the Company in less than 6 months. 6.2. Promotion opportunity This is the reason for the decision of resignation of the group of employees who works for the Company for more than 12 months. This group is not many but its resignation causes significant shortfall of experienced and efficient employees. Furthermore, those employees tend to establish their own business. 6.3. Work pressure This is the main reason for the resignation of the group of employees who works for the Company in the first 3 working months. The work pressures incude: hard to achieve sales volume for the month, pressure from the work efficiency of the existing staff. 6.4. Job stability Being asked about the work frequency, approximate 80% of the interviewees answer that the instable work significantly affects the salespeople. When there are few projects to implement, they have to locate the customers, when there are many projects, they have to try their best to ensure each project’s revenue. Those things exist in such a long time which can result in the exhaustion of the employees. 6.5. Recruitment and training When the recruitment process is not implemented properly, it can result in the ineffective training and then the employees cannot go with the company in the long run. Regarding training process, infrequent, inappropriate and insufficient training program can lead to the ineffective employees which causes resignation. 6.6. The education level of management team The immediate managers (sales managers) have university degrees of different majors (both offcial training and transferring training at universities). Furthermore, they also participate in various courses quarterly to improve their skills such as managerial skills. However, according to the staff’s assessment, currently the manager team has proplem with the managerial skills as well as the staff’s treatment. 7. Recommendations 7.1. Recommendations on salary, bonus and welfare - Increase probation salary for new joiners, pay basic salary basing on the working years and actual performance - Introduce clear bonus criteria and implement this policy properly - Employees join the insurance scheme from the 3rd working month in stead of 6th month. 7.2. Recommendations on promotion and development opportunity The company should introduce clear criteria for being promoted and implement this policy properly. 7.3. Recommendations on recruitment and training Regarding recruitment: the Company should introduce an appropriate criteria and procedures to recruit sufficient high-quality employees. Regarding training: the Company should introduce an appropriate program suitable to each kind of group: - For new joiners: Basic training - For experienced staff: Advanced training The Company should arrange other training courses such as soft skills, life skills… 7.4. Recommendations on deligation The Company should consider an appropriate mechanism for the qualified staff who has managerial skills and ambition to lead the small teams and operates following revenue plan of the company. 7.5.Recommendations on improvement of managers’ education level Management team should be trained more about the managerial procedures and skills as well as the soft skills and life skills.