The aim of this 2 Half Days module on “Sales Incentive Plans” (SIPs) is to enable you to design and deliver effective sales incentive plans (SIPs) and commission schemes to attract, motivate and incentivize your sales staff, and get a better understanding of the latest best-practice approaches for SIPs.
Key Benefits of Attending:
- Increase your business performance and employee effectiveness through implementing advanced compensation and reward systems that attract, retain and motivate sales staff
- Discover practical steps for designing and implementing SIPs (sales incentive plans).
- Develop solutions for your own compensation and reward issues and challenges for your sales force based upon practical case studies and interactive course and clinic discussions
- Network with your fellow course delegates and course tutor to discuss practical issues related to compensation and reward management that will help you in your workplace
Who should attend?
This course is designed for everyone who requires an in-depth advanced knowledge of working with and managing salary structures and compensation and reward issues for the SalesForce, including both HR generalists and C&B specialists and all professionals who work in HR at all career levels and all specialists who work in Compensation and Benefits, at both an “intermediate” and “advanced” level, as well as Sales Managers who need to know about “SIPs” and “Compensation for Sales”.
This course is designed as an “intermediate and advanced” course in compensation, and delegates should have either already attended the elementary foundation course on “Managing Compensation and Salary Structures” training course conducted by Robert Mosley, or they should already have practical knowledge and working experience of working with the main “fundamentals” of managing compensation including knowledge about Pay Strategy, Grade Structures, Market Pay Levels and Benchmarking, Designing Payscales and Salary Structures, Calculating Compa-Ratios, and simple Payscale Formulae (such as the single-step approach of 80%-120% for min-max pay ranges).