青岛众利德汽车销售服务有限公司销售顾问绩效考核体系优化研究

发布时间：2018-04-16 15:28

本文选题：销售顾问 + 绩效考核　；参考：《青岛科技大学》2017年硕士论文

【摘要】：在2015年上半年,汽车产销出现了7个百分点的下滑,这说明目前国内汽车销售行业的过剩问题较为严重。目前该公司对销售顾问采用的绩效考核体系存在较大的问题,首先考核受主观因素影响较大,其次是考核内容片面且指标设置不合理,再有青岛众利德公司绩效考核方法实施效果不明显,缺乏沟通和反馈机制,以及考核结果运用范围狭窄等问题。本文使用的方法包括实地研究、对比分析法以及倍数环比法。对青岛众利德汽车销售服务有限公司(下文简称青岛众利德公司)销售顾问绩效考核体系进行优化设计,为公司进行绩效管理提供依据,在一定程度上能够激发销售顾问的工作热情,营造公司团队工作的积极氛围,不断丰富和发展公司的经营理念,形成公司特有的企业文化。本文在对青岛众利德公司现行的考核体系基础上,综合运用平衡计分卡、关键绩效指标和360度绩效考核对青岛众利德公司销售顾问的绩效进行考核,同时采用倍数环比法对相应对的指标权重进行确定。并在考核周期上将原有的季度考核改成半年度考核和每日工作汇报。由公司上级、同事以及客户对指标进行打分,并设计出绩效考核综合表。为更好的推进优化后的绩效考核体系的实施,本文提出了相应的保障措施,并提出专家面谈制度,同销售顾问就考核结果进行面谈,并提出改进措施,这样既能提升销售顾问的工作积极性,又能够进一步完善绩效考核体系。本文提出的绩效考核的相关理论知识,对青岛众利德公司的绩效现状及优化后的考核体系提供了参考方法及价值。运用了平衡计分卡、360度绩效考核以及岗位述职来提升绩效考核体系,对考核指标进行细化,将业绩指标更加具体化,并综合考量工作态度和工作能力的指标,有利于提高公司的竞争力。
[Abstract]:Auto production and sales fell by 7 percent in the first half of 2015, indicating a serious surplus in domestic auto sales.At present, there are some problems in the performance appraisal system adopted by the company. Firstly, the appraisal is influenced by subjective factors, secondly, the content of the appraisal is one-sided and the setting of indicators is unreasonable.Moreover, the implementation effect of the performance appraisal method of Qingdao Zhonglide Company is not obvious, the lack of communication and feedback mechanism, and the narrow scope of application of the evaluation results and so on.The methods used in this paper include field research, comparative analysis and multiple-loop method.To optimize the performance appraisal system of Qingdao Zhonglide Automobile sales Service Co., Ltd. (hereinafter referred to as Qingdao Zhonglide Company), to provide the basis for the performance management of the company.To a certain extent, it can stimulate the enthusiasm of sales consultants, create a positive atmosphere of team work, enrich and develop the company's business philosophy, and form a unique corporate culture.Based on the current evaluation system of Qingdao Zhonglide Company, this paper evaluates the performance of sales consultant of Qingdao Zhonglide Company by using balanced scorecard, key performance indicators and 360 degree performance appraisal.At the same time, the index weight of the corresponding pairs is determined by the multiple loop method.And in the assessment cycle of the original quarterly assessment into a half-year review and daily work report.By the company's superiors, colleagues and customers to score the indicators, and design a comprehensive performance appraisal table.In order to better promote the implementation of the optimized performance appraisal system, this paper puts forward the corresponding safeguard measures, puts forward the expert interview system, interviews with the sales consultant on the evaluation results, and puts forward the improvement measures.This can not only enhance the enthusiasm of sales consultants, but also further improve the performance appraisal system.The related theoretical knowledge of performance appraisal proposed in this paper provides a reference method and value for the performance status and optimized appraisal system of Qingdao Zhonglide Company.Using the balanced scorecard 360-degree performance appraisal and post reporting to improve the performance appraisal system, the performance indicators are refined, the performance indicators are more specific, and the comprehensive consideration of work attitude and work ability indicators,It helps to improve the competitiveness of the company.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.471

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