LC通讯公司销售人员绩效考核方案优化研究

发布时间：2018-08-10 19:19

【摘要】：我国通讯行业发展起步晚,为了加快通讯行业发展,很多企业选择将人力物力重点放在市场开发上,而忽视企业的内部管理,公司内部没有制定有效的绩效考核管理,这些问题对通信行业的健康发展产生了很大的影响,不利于公司增强竞争力。目前LC公司的绩效考核存在考核主体单一、考核指标不科学等情况。本文结合LC公司的实际情况,对销售人员的绩效考核方案进行优化,旨在为LC通讯公司构建试用的绩效考核体系,提高销售人员的工作积极性,提升工作业绩。本文对相关考核理论进行研究整理,并结合LC公司的实际情况作了一定的调整,这能够丰富国内绩效考核的理论,同时也能稳定销售人员队伍,提升公司的竞争力。本文采用的研究方法主要是调查研究法,层次分析法和360度考核法,各种方法之间相互渗透结合,围绕研究发现的问题进行分析,提高解决问题的能力。对LC公司销售人员绩效考核的设计方面主要采用层次分析法,这样能够较大限度的避免个人主观因素导致的考核偏差,同时使指标权重更具有说服力。其中以销售计划完成率最为重要,权重值为0.405,其次是回收率,所占比重0.225。在本文设计销售人员绩效考核体系中增添了超额完成销售计划率的附加分,这更能激发销售人员的工作积极性,也有助于提升销售人员工作的能动性。本文为LC公司销售人员设计的绩效考核体系在应用方面也做了计划,考核结果将反馈到销售人员的薪资待遇、岗位晋升、专业培训以及绩效持续改进等方面,这样能够帮助销售人员更好的实现自己的职业生涯规划,进而实现LC公司的发展战略。
[Abstract]:In order to speed up the development of China's telecommunications industry, many enterprises choose to focus on human and material resources on market development, ignoring the internal management of enterprises, and failing to formulate effective internal performance appraisal management. These problems have a great impact on the healthy development of the telecommunications industry, which is not conducive to the company's strengthening. Competitiveness. At present, the performance appraisal of LC company is single and the appraisal index is unscientific. Combining with the actual situation of LC company, this paper optimizes the performance appraisal scheme of the sales staff, aiming at constructing a trial performance appraisal system for LC communication company, improving the enthusiasm of the sales staff and improving the performance. This paper studies and sorts out the relevant assessment theories, and makes some adjustments according to the actual situation of LC company, which can enrich the theory of performance assessment in China, stabilize the sales force and enhance the competitiveness of the company. In order to improve the ability to solve the problem, the analytic hierarchy process (AHP) is mainly used in the design of the performance appraisal of the sales staff of LC company, which can avoid the deviation caused by personal subjective factors to a large extent and make the index weight more convincing. The plan completion rate is the most important, the weight value is 0.405, followed by the recovery rate, the proportion of 0.225. In this paper, the design of sales personnel performance appraisal system to add an additional percentage of over-fulfilled sales plan rate, which can stimulate the enthusiasm of sales staff, but also help to enhance the enthusiasm of sales staff. The performance appraisal system designed by the staff is also planned in application. The appraisal results will be fed back to salespeople's salary, promotion, professional training and continuous improvement of performance. This can help salespeople better realize their career planning, and then realize the development strategy of LC 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;F626

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