Gaomi Unicom Situation And Optimization Of Performance Appraisal Scheme Of Marketing Personnel Design Company

Gaomi branch of China Unicom of Weifang Unicom Company branch company at county level, the main responsibility is within the administrative area of high density of communication business development and communications facilities construction.With the high density communication market competition, companies are faced with declining profits, labor cost rising pressure. Marketing personnel as the main force of the development of China Unicom, only to design a more progress with the times of the performance appraisal program to protect the enterprise’s normal, steady and sustained development.This paper by way of company research and questionnaire survey to high-density unicom marketing personnel were investigated. Through the survey found the original performance appraisal scheme are complex and diverse indicators of performance appraisal, performance appraisal process is not perfect, marketing personnel of conflicts of interest and performance evaluation of business promotion is not obvious.The complexity and diversity of performance appraisal index leads to affect the transparency of performance appraisal, affecting the marketing personnel’s work enthusiasm; performance appraisal process is not perfect cause marketing personnel at all levels of leadership and for the purpose of performance appraisal and the role of knowledge is not clear, the performance appraisal process lack of performance communication, performance feedback, performance training links; the emergence of conflicts of interest, let marketers contradictions in the practical work, the impact of the company’s normal business development; management; performance appraisal of business improvement not apparent in marketing personnel performance low wage,low pay for performance led to the high-density unicom marketing staff turnover rate is high.By the results of Gaomi Unicom problems existed in the performance appraisal and the results of the analysis, found the problem the main reason is: enterprise system restricts the performance appraisal work propulsion, managers and employees on performance appraisal, the understanding is not sufficient, the management are lesssupport to the performance appraisal and employee ID different of performance appraisal rejection, performance appraisal index of multiplex superposed, performance appraisal improvement and performance feedback out of touch.In this paper, based on the analysis of the causes of the problem to build a performance appraisal model through the integration of. Integral performance appraisal model can solve the performance appraisal programme of assessment index is tedious and complicated, examination results of opaque, the evaluation result can not be improved vocational skills of sales personnel and other issues and integral performance appraisal also has uniform quantization all assessment indicators,emphasis on marketing personnel performance appraisal participation, strengthen personal motivation, avoiding conflicts of interest, to achieve the performance feedback and communication characteristics.In order to guarantee the integral performance appraisal to the normal operation,the high density of UniCom company need to build supporting salary allocation mechanism, introduction of mobility management information system, improve marketing personnel training and promotion system, in corporate culture to strengthen performance appraisal of publicity and safeguard measures.Around the final optimized Gaomi unicom marketing staff performance evaluation program to make conclusions and give the prospect of the company.