HA家电销售有限公司乌鲁木齐分公司销售人员绩效考核体系分析

发布时间：2018-04-28 11:07

本文选题：销售人员 + 绩效考核　；参考：《石河子大学》2015年硕士论文

【摘要】：在市场经济体制下,销售部门固然是企业营销策略的重要部门,可以说它基本把握着企业的命脉。销售人员是否能够成功的将产品转化为货币,决定了企业的运营是否能够正常进行。随着市场的变化销售团队人数逐步增加,招聘时招人容易招人才难之又难。所以本文将分析HA家电销售有限公司乌鲁木齐分公司销售人员绩效考核体系进行分析,找出解决该公司销售人才和销售人员流失的办法,建立适合公司的新的绩效考核体系的优化,对成功实现公司营销战略和企业的生存发展具有重要的现实意义。本文将通过了解传统绩效评价形式、方法,针对HA家电销售有限公司乌鲁木齐分公司销售部门进行绩效评价,找出绩效考核过程中存在问题,提出相应改进意见,具体内容包括:引言;研究综述;HA家电销售有限公司乌鲁木齐分公司销售人员绩效考核现状分析;绩效考核体系优化和实施的保障措施。在整个研究过程中运用文献参考和资料分析法、访谈讨论法、个体研究与整体研究相结合、理论研究与案例分析相结合等方法。目前,我国各企业采用的销售人员绩效考核体系主要强调的是工作业绩的结果。也就说明,销售人员绩效考核主要针对工作结果这个短期的目标,而并没有特别关注工作行为,这样的绩效考核在一定程度上对销售人员的能动性和创造力是一种打击,使得公司长远发展受到影响。HA家电销售有限公司乌鲁木齐分公司销售人员绩效考核考体系的优化需要综合当今家电销售市场的行业背景、市场竞争状况、公司现发展阶段制定的战略目标等多种因素,为公司制定一个适合公司情况、操作便捷、公信度高的销售人员绩效考核体系。来解决当前阶段,由于绩效考核给公司带来的问题。本文对HA家电销售有限公司乌鲁木齐分公司销售人员绩效考核体系的优化,建立在多月的座谈和调查的基础上,参考大量文献和相关理论,使用图表评价法、360度考评的法等绩效考核方法,优化出一个操作便捷、行之有效的绩效考核体系。
[Abstract]:Under the market economy system, the sales department is the important department of the enterprise marketing strategy, it can be said that it basically grasps the lifeblood of the enterprise. Whether the salesperson can successfully convert the product into currency determines whether the operation of the enterprise can be carried out normally. As the market changes, the number of sales teams increases gradually, recruitment is easier to recruit people than difficult to recruit. Therefore, this paper will analyze the performance appraisal system of sales personnel in Urumqi Branch of HA Home Appliances sales Co., Ltd., and find out the solution to the loss of sales personnel and sales personnel in this company. The establishment of a new performance appraisal system suitable for the company is of great practical significance to the successful realization of the marketing strategy of the company and the survival and development of the enterprise. This article will understand the traditional performance evaluation form, the method, the HA household appliance sales limited company Urumqi branch sales department carries on the performance appraisal, finds out the performance appraisal process exists in the question, puts forward the corresponding improvement opinion, The specific contents include: introduction; research review of HA home appliance sales Co., Ltd. Urumqi Branch sales staff performance appraisal analysis; performance appraisal system optimization and implementation of the safeguard measures. In the whole research process, the methods of literature reference and data analysis, interview and discussion, individual research and whole research, theoretical research and case analysis are used. At present, the performance appraisal system of sales personnel adopted by Chinese enterprises mainly emphasizes the result of work performance. That is to say, the performance appraisal of sales personnel is mainly aimed at the short-term goal of working results, but does not pay special attention to work behavior. To a certain extent, such performance appraisal is a blow to the initiative and creativity of salespeople. The long-term development of the company has been affected. The optimization of the performance appraisal and examination system of the sales personnel of Urumqi Branch of the HA Home Appliance sales Co., Ltd. needs to synthesize the industry background and market competition situation of the current home appliance sales market. The company's strategic objectives in the current development stage, and other factors, for the company to establish a suitable company situation, easy to operate, high credibility of sales personnel performance appraisal system. To solve the current phase, due to performance appraisal to the company problems. This paper optimizes the performance appraisal system of sales staff in Urumqi Branch of HA Home Appliances sales Co., Ltd., based on more than one month's discussion and investigation, referring to a large number of literature and related theories. By using the method of chart evaluation and 360-degree evaluation, a convenient and effective performance appraisal system is optimized.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6

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