Sales staff performance appraisal system research
|School||Capital University of Economics|
|Keywords||Sales Management Performance Management Performance appraisal Incentives Balanced Scorecard 360 - degree evaluation Management by objectives Key Performance Indicators|
The accelerated development of world economic integration with China's rapid economic progress economic pattern has been formed, the increasingly competitive Chinese enterprises, the company's human resources are subjected to the most severe test, especially in the market is the most front-line sales staff management and performance management than ever to make a higher standard, a higher level of requirements. The performance evaluation is the key to enhance organizational competitiveness of human resources, and thus the sales staff performance appraisal has become the foundation and focus of sales management. Performance evaluation index design is reasonable or not is an important prerequisite talent incentive and scientific basis for an effective incentive mechanism is an important means to enhance employee performance and organizational performance. How talent incentive mechanism to motivate sales staff to constantly improve job performance, and enhance the overall cohesion and combat effectiveness of the sales team, business management and human resource management in the face of important management issue, the papers in this regard to make an inquiry. The thesis is divided into 6 sections: Introduction; sales staff performance management theory; 3. Performance appraisal system overview; 4. Effective incentive to improve their performance means; how to combine the results of performance appraisal motivate staff; 6. Conclusion of the study . Framework are as follows: First, the introductory section describes the need for sales staff performance management research and sales staff performance appraisal design brief comb, and pointed out that the text of the Enemy research ideas, research methods and data sources, and concludes with an overview of domestic The outside of the research results. Secondly, the paper described the basic flow of the concept of performance management and performance management. Analyzed and compared the difference between performance management and performance appraisal. The paper then discusses the performance evaluation system, the concept of performance appraisal to the establishment of the performance appraisal system, to a common performance assessment techniques, until the performance evaluation theory and evaluation design is described in detail with focus elaboration, The research focuses on the core content of the paper. Finally, Huawei's performance appraisal system, for example, return to the sales staff performance evaluation on the technical methods were introduced, how organizational performance and individual performance organic. Next, in the fourth part of this thesis on how to create conducive to sales staff to improve their performance, a brief overview of possible incentives. In the fifth part of the paper to explain how to use the results of performance design incentive programs. Huawei, for example, the analysis of the departure from its sales incentives, the incentives and performance dialectical relationship, motivation is an important means to improve their performance, to provide the scientific basis for employee motivation and performance appraisal. The incentive performance has laid a solid foundation for the optimization of enterprise human resource management. Finally, a brief combing the paper part of the conclusions of the study based on obtained the full text of the conclusion of the study, and the outlook of the follow-up study, thus completing the performance appraisal system to optimize the management of sales staff.