Study On Performance Management Program Of Q Company Sales Department

With the informationization of global economy and the constant development of networking and knowledge-based process , the Government management functions and enterprise governance mechanisms have fundamentally changed,how the enterprise can operate more active and efficient constantly has been a problem that we must face and solve. With the more and wider attention on human resources management,the Performance Management of company naturally becomes the top priority of the enterprise operation and management. In-depth study of China's Enterprise Performance Evaluation,and trying best to build up China's scientific , standardized enterprise performance management system quickly,have strong Practical significance. It can reflect the operating efficiency and performance of the operator Fairly,objectively,reasonably and accurately in a certain period of the enterprise,mobilize the staff enthusiasm,initiative and reduce the loss of key employees; It also can provide practical basis and a clear direction for the enterprise functions such as enterprise recruitment,training,pay design,career planning,and promote the reform and development of the state-owned enterprises.If we compare the enterprises operating in market economy as a train,then the speed depends on the marketing staff because they undertake very important task in the conversion process from products to currency. The sales department is such a carrier,the vanguard in a company that has the most direct access to the profits,the most crucial one in the enterprise organizations. So in order to increase the enthusiasm and Initiative of salesman,standardize and guide the work of sales and increase the work performance of the sales staff maximally,the effective performance management of the sales staff will inevitably become a topic of concern. Enterprise performance management is a difficult work,especially the assessment work for staff of marketing and management has always be a difficulty work,because their work is more complex and creative compared with production workers and operators,has low controllability in acts and assessment indicators is also difficult to quantify. All this has resulted in the difficult implementation of assessment in a certain degree. However,the demand of a scientific,rational and fair assessment,an appropriate recognition and corresponding encouragement is very urgent for both executives and sales staff in a company.The traditional business performance management in general business activities only attached importance to the outcome or results,but neglected their operation and development trends of the business activities.They took care a result of acts,or strict process control,in which the corresponding indicators are difficult to quantify. As for the sales staff are only concerned with the general assessment of its results,through the performance,the number of List to measure the works of their staff. For their works of monitoring and evaluation process is rarely involved. Even if that is also a mere formality,.Making sales staff can easily deviate from organizational goals,achieved at once,or even the loss of passion,and ultimately affect performance. can not achieve the overall goal of organizations.in the context of a particular company,this paper elaborates the importance of performance management and sales departments,introduces the concept,meaning,standard processes,management by objectives,key performance indicators,Balanced Score cards and so on. Then analyzes and concludes in depth the characteristics of sales department staff,the distinction to traditional sales staff,the problems of performance management. on this basis,and in light of their actual work experience,and discusses clearly the the 3-Ds of business performance,the two main characteristics of performance management evaluation,the internal the three controlling models in the organization,and extracts the following two concepts:controllability of the staff ,the measurable staff outputs. And in the orientation of these two control Criterions,establishs two-dimensional system of the performance management,To reflect the relationship between the types of work and examination methods,performance indicators. According to different jobs and characteristics of work responsibilities in sales departments to match above coordinates,to position accurately in the coordinate system for the staff who have different jobs and different nature of the work. Then based on previous related theories and methods of performance management,the author develops different performance plans , clear their own performance indicators , elaborates implementation process and method of operation for every aspect,and clear appraisal forms and processes. Ultimately,considers the implementation of performance appraisal of sales department as the result. During this process,the author focuses on the integration of qualitative analysis and quantitative analysis. the integration of empirical research and literature research,the integration of induction and interpretation,and always considers the company's sales department as a background,to achieve the combination between theories and the practice,to establish a scientific,rational and practical performance management programme. And provides information and help for the achievement of enterprise strategic objectives,the effectiveness of the performance management,the objective and real presentation of the staff performance,the greatest power to be palyed of the marketing team.