This work focuses on very topical issue, and that is motivation, evaluation and remuneration of employees in customer service. All three areas are closely linked, and only their mutual optimization and compliance can increase efficiency and productivity in customer service. It is a very specific area in which most employees not only care about existing customers, but gain new customers, provide information, handle claims and complaints and they are the gateway for each company. Customer Service is demanding in both, quantitatively and qualitatively to human resources. Businesses try to find a reasonable balance between the cost of human resources and their further education and the required power and goal fulfillment. As in the care and sales, good human resources are of the highest importance. It is not enough just to hire good people, they must be further developed educated and coached. It is necessary to focus on their motivation, it is not always possible to motivate each employee in the customer service individually, rather their preference and needs should be determined and those should be satisfied. Most employees prefer clear and objective assessment in connection with a transparent system of remuneration. It should also be a business objective. Sales are more and more important activity in customer service and it is no longer sufficient just to take care of existing customers. It is necessary to develop retention measures, and especially focus on the acquisition and re-acquisition activities. Success is critical for motivation and quality of staff. The thesis is therefore focused on identifying ways to optimize human resources management, especially in the areas of evaluation and remuneration so as to achieve even higher productivity and to fulfill sales plans. Based on the found strengths and weaknesses in employee satisfaction surveys with regard to one of the strategic objectives of the RWE Group, which is to increase market share in electricity, this means the need to increase sales, there has been proposed modification of the current system for evaluating employees' customer centers with a direct impact on remuneration. Modified system of evaluation of service employees will be more motivating, because overreaching of sales plan will be the possibility to receive up to 50 % more of variable wage component. Newly, evaluated will not be only sales figures, but the effort to sell as well. Monitored customer centers are in different locations and the CR has different regional conditions, which are mainly the different practices and different people and activities of competitors. It is important to recognize and motivate employees to implement the menus, although they are not always used. Evaluation protocol for internal supervision was modified significantly; greater significance was given to the criteria that directly support the current performance targets. Significant changes were also seen in the evaluation protocol that includes not only an overview of evaluation results, but there is listed the number of sales made, the amount of bonuses received for the sale, to calculate the total variable part of total wages and salaries to be paid. In the area of remuneration for service staff proposed a change of the ratio of fixed and variable components of wages from the current 85 : 15 to 80 : 20. Optimized system of remuneration consists of salary, bonuses and rewards for sales and rewards for sales in sales contests. Newly was developed a system of pay commission sales in customer centers. The proposed salary is fixed at the minimum wage for the group work in the CR, it is 8900 CZK. Now the average fixed salary of vendors is 15 660 CZK. Employees will have a greater portion of variable pay. The largest share of the variable component will be bonuses for the number of concluded contracts. Due to higher incentive bonus payment system for contracts, it is designed progressively. Newly, there is no upper limit for wages. Part of the variable components of wages will continue to be paid for customer-oriented access and correct communication; the evaluation will be conducted according to the newly proposed system for sellers' evaluation. Dissertation on a specific department analyzes current situation in the customer service in the area of motivation, evaluation and remuneration. It identifies strengths and weaknesses and proposes solutions for eliminating of weaknesses. Not always, however, the interests of employees and the company are in compliance, the work focuses on optimizing of these areas especially in terms of achieving its goals, it means from the viewpoint of a business.
| Identifer | oai:union.ndltd.org:nusl.cz/oai:invenio.nusl.cz:249280 |
| Date | January 2011 |
| Creators | Schovancová, Leona |
| Source Sets | Czech ETDs |
| Language | Czech |
| Detected Language | English |
| Type | info:eu-repo/semantics/doctoralThesis |
| Rights | info:eu-repo/semantics/restrictedAccess |
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