西点药业股份有限公司销售人员绩效管理研究

发布时间：2018-01-06 09:17

本文关键词：西点药业股份有限公司销售人员绩效管理研究　出处：《吉林财经大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着全球金融危机的发展,医药行业却独占鳌头,我国在全球医药市场中也是占有重要地位,而决定医药企业销售并且面对终端消费者的最主要人群和纽带,就是医药行业企业的直接销售代表人员。但是在渠道销售方面,医药销售人员数量的日益壮大,相对应的销售人员管理的问题也日益凸显出来。人员招聘的随意性,专业销售人员任用的缺乏性,销售人员的未来职业规划空白等等,导致很多药业销售人员对自身的处境不满,对未来的发展方向十分模糊,最终造成销售人员流动性大,流失严重等等。这些对医药行业来说都是十分严重的问题。文中通过对西点药业销售人员的研究,设计了符合企业自身特点的绩效管理考核指标,进行科学优化,对于提升企业在医药行业的核心竞争力有很大的意义。本文在绩效管理的理论基础之上,对西点药业销售人员的绩效管理进行了分析,发现其销售人员绩效管理目前存在涉及人员认识不深刻,绩效考核指标设计不够科学,考核目标和公司的战略发展目标不一致,而且在后期缺少反馈环节等问题,并从这些方面剖析了存在问题的原因。之后对绩效计划、绩效考核、绩效监控、绩效反馈、绩效结果应用等绩效管理的基本流程进行优化,同时兼顾绩效管理文化建设、思想认识、设立专项发展基金、搭建绩效管理支持平台、绩效管理培训等保障措施,来帮助西点药业销售人员完成绩效管理的实施过程。
[Abstract]:With the development of the global financial crisis, China's pharmaceutical industry is the champion, but also plays an important role in the global pharmaceutical market, pharmaceutical companies and sales and decided to face the main crowd and link to the end consumer, is the pharmaceutical industry enterprises direct sales representative. But in terms of sales channels, the number of pharmaceutical sales growing sales personnel, management of the corresponding issues are also increasingly prominent. Recruitment of arbitrariness, lack of appointment of professional sales staff, sales staff in the future occupation planning gap and so on, causing many pharmaceutical sales to their own situation with the future direction of development is very vague, resulting in sales personnel mobility a serious loss, and so on. All of these are very serious problems for the pharmaceutical industry. The research of Xidian pharmaceutical sales staff through the design, the In accordance with the performance management evaluation index of enterprise's own characteristics, scientific optimization, has a great significance for enhancing the core competitiveness of enterprises in the pharmaceutical industry. This paper based on the theory of performance management, performance management of Xidian pharmaceutical sales personnel are analyzed, the performance management of the sales staff are involved do not have a profound understanding. The design of performance evaluation index is not scientific, inconsistent assessment objectives and the company's strategic development goals, and the lack of feedback link in the later period, and from the analysis of the reasons of the problems. After the performance plan, performance appraisal, performance monitoring, performance feedback, performance results application of the performance management process optimization at the same time, the construction of performance management, cultural understanding, set up a special development fund, set up the performance management support platform, performance management and training. Barrier measures to help West Point pharmaceutical sales personnel to implement the implementation of performance management.

【学位授予单位】：吉林财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.72

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