| Document Type
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BL
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| Record Number
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1020682
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| Doc. No
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b775052
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| Main Entry
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Cichelli, David J.
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| Title & Author
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Compensating the sales force /\ David J. Cichelli.
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| Publication Statement
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New York :: McGraw Hill,, ©2004.
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| Page. NO
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1 online resource (xv, 218 pages) :: illustrations
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| ISBN
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0071411887
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: 0071435972
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: 9780071411882
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: 9780071435970
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| Bibliographies/Indexes
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Includes bibliographical references (page 207) and index.
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| Contents
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Copyright; Contents; Acknowledgments; Preface; 1 Why Sales Compensation?; The Role of the Sales Force; Why Sales Compensation Works; The Power of Sales Compensation; Job Content-The Source of Sales Compensation Design; Sales Jobs and Sales Process; Sales Compensation-Paying for the Point of Persuasion; Sales Force Obsolescence and Sales Compensation; The Impact of Customer Relationship Management; Summary; 2 Sales Compensation Fundamentals; Variable Compensation Models; Income Producers versus Sales Representatives; About Sales Compensation Concepts.
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Sales Compensation Design Elements for Sales RepresentativesEligibility; Target Total Cash Compensation; Pay Mix and Leverage; Performance Measures and Weights; Quota Distribution; Performance Range; Performance and Payment Periods; Summary; 3 Who Owns Sales Compensation?; Sales Compensation Program Ownership; Program Accountabilities; Assignment of Program Accountabilities-Large Sales Organizations; Using Committees; Sales Compensation-The Process Manager; Summary; 4 Why Job Content Drives Sales Compensation Design; Job Content Drives Sales Compensation Design; Sales Job Components.
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Sales Job Type InventoryIncome Producers; Direct Sales Jobs; Indirect Sales Jobs; Overlay Sales Jobs; Business Development; Pre- and Post-Sales Support; Job Levels; Job Design Errors; Sales Compensation Practices by Job Types; Summary; 5 Formula Types; Illustrating Formula Payouts with Sales Compensation Formula Graphs; Two Major Seller Categories; Seller Category: Income Producers; Income Producer Plans; Seller Category: Sales Representatives; Starting with a Target Incentive Amount; Calculation Engines: Commission versus Bonus; Sales Representative Sample Plans.
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Sales Representative TI-Commission: 1. Flat CommissionSales Representative TI-Commission: 2A. Ramped Commission-Progressive; Sales Representative TI-Commission: 2B. Ramped Commission-Regressive; Sales Representative TI-Commission: 2C. Ramped Commission-Hybrid; Sales Representative TI-Commission: 3A. Commission Plan with Base Salary; Sales Representative TI-Commission: 3B. Base Salary, Threshold, and Cap; Sales Representative TI-Commission: 4A. Variable Rate Plan; Sales Representative TI-Commission: 4B. Variable Table.
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Sales Representative TI-Commission: 4C. Point Schedule Variable Commission PlanAbout Link Designs; Sales Representative TI-Commission: 5A. Link Commission-Hurdle; Sales Representative, Example 5B: Link Variable Commission-Hurdle; Sales Representative TI-Commission: 5B. Link Commission-Multiplier; Sales Representative TI-Commission: 5C. Link Commission-Matrix; Providing Equal Earning Opportunities When Territories Are Dissimilar in Size; Individual Commission Rate; Sales Representative TI-Commission: 6A. Individual Commission Rates.
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| Subject
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Bonuses (Employee fringe benefits)
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Compensation management.
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Incentives in industry.
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Sales personnel-- Salaries, etc.
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Bonuses (Employee fringe benefits)
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BUSINESS ECONOMICS-- Distribution.
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BUSINESS ECONOMICS-- Marketing-- General.
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Compensation management.
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Incentives in industry.
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Sales personnel-- Salaries, etc.
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| Dewey Classification
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658.8/0068/3
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| LC Classification
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HF5439.7.C53 2004eb
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