| With the development of the level of economic progress, markets become more competitive. Succeed in the fierce competition to remain competitive, using performance appraisal is effective in improving work efficiency. Therefore, the introduction of more and more enterprises performance evaluation, performance appraisal in the application, but there are a series of problems. Therefore, this article in order to YTDX Co., Ltd. sales department performance appraisal system optimization study.YTDX Co., Ltd. sales department's performance evaluation has been guided by the traditional performance appraisal methods, such the purpose of performance appraisal is used to bonuses. YTDX Co., Ltd. sales department's performance evaluation has been guided by the traditional performance appraisal methods, such the purpose of performance appraisal is used to bonuses. Performance appraisal in the final analysis is the question of the purpose of performance appraisal, the purpose of this study is to fundamentally change this wrong idea, we studied the purpose of performance appraisal is to improve job performance. Accurate to say is to improve staff performance to improve overall business performance, enhance enterprise competitiveness. Accurate to say is to improve staff performance to improve overall business performance, enhance enterprise competitiveness.In this paper, KPI-based performance evaluation methods, and establish performance appraisal system, to improve staff performance objectives. KPI performance evaluation method is based on corporate strategy assessment methods, from a corporate strategy down to every level, broken down into departmental KPI, staff KPI, in order to reach personal goals in line with the corporate strategy. Established performance appraisal system is a system of PDCA cycle, performance plans, performance, implementation, performance evaluation, performance feedback and applications, each link is closely related to the formation of a closed-loop system. In the planning stage of performance indicators in the performance of the e xtraction time to take a working analysis, interviews, questionnaires extract information, to prepare for the development of performance indicators. In the performance of the implementation phase we have adopted the regular reporting of the performance of the form of regular communication, quickly identify problems and solve the problem. The next performance evaluation assessment phase, because a single evaluation is very difficult to explain, so we have taken the assessment method is (KPI) management by objectives method, factor assessment method, described in the Combination of a comprehensive assessment methods in order to assess the work of a more just , scientific and reasonable. And we determine the weight of indicators when used in a simple, practical method of paired comparison.Chapter 1 of the guide pulley part, focus on that background to the study, meaning, ideas, methods, content.Chapter 2 focused on theoretical analysis, we study the performance to be applied, performance appraisal, performance appraisal systems, the design principles. And also well-known enterprises at home and abroad to conduct an analysis of the performance appraisal.Chapter 3 is the company's sales department's performance appraisal problem description, including company profiles and specific company's sales department's performance appraisal problem analysis.Chapter 4 is the focus of this article, by YTDX Co., Ltd. Sales Department's performance appraisal system optimization design, build a scientific and rational performance evaluation index system for sales department to resolve the current performance appraisal issues. Design, emphasized performance in optimizing the planning stage, a good performance appraisal process everything from the well planned. Starting from the enterprise's strategic analysis, combined with job analysis, KPI decomposition structure of the establishment of performance indicators. Integration of work ability, work attitude indicators for improved target structure. Then determine the index weight, standard, period. Next, the work process in accordance with the performance appraisal system, performance implementation, performance evaluation, performance feedback and application. Finally write the implementation of safeguards performance appraisal. Chapter 5 is the conclusion of the article shows the results of this research, innovations are proposed. |
