Gaocheng Company Sales Dept Performance Management And Salary System Diagnosis

This paper is about performance management in Gaocheng Company Sales Dept. The study approach is involved analyzing problem, advancing project, tracking and feedback the effect of project actualizing, and conclusion. I collected a lot of interrelated books, disquisitions, magazines, and newspapers, by which I researched salesman's performance, salary, and organization setting, etc., then set up a suit of performance management system in the sales dept. which have justice and operability inside the company and competitiveness outside to improve the sale achievement and reach the anticipative goal. The innovation is that in the KPI instauration, the project set up customer information management, not only emphasize the sale and profit, thus it makes the company hold the information flow and avoid the information asymmetry. Additionally, salary and occupation development are the two most important employee-prompting means. Combining with both of them and the company goal with personal goal in the performance management system is another innovation. Based on the reason of frequent personnel flow, unpublished and wide gap salary, low bulwark position, and excess personnel collocation, it's significant to study the salary system; And few company attaches importance to the employee development by way of a prompting means. The flexible organization structure in this text provided a wider developing space to the salesmen in their career, and met their self-fulfillment, emphasized internal prompting. This study is proved that the matching extent between performances assesses and salary system decides the durative and validity of performance management, the position setting affects management efficiency agglomeration and employee's self-identity to their company. It's most important to make the performance assess provide valid information in the performance management system to improve the achievement and finally gain the management fruit.