System Integration Business Marketing Design Of Performance Appraisal

In today's information age, the Internetnetworking and big data has accelerated the rapid development of the economy, competition among enterprises and more intense, advanced high-tech companies can help occupying the high ground in the competition, but also all excellent marketing talent enterprises to survive magic. Excellent marketing staff to tap the market potential for enterprise development to create a favorable external environment, can bring a steady stream of customers. Marketers by collecting product and market information, be able to grasp the relevant market to help companies analyze market trends in order to better grasp the business market. Marketers can get the first time to the customer feedback to improve product review, this will provide a basis for corporate strategy decisions. Competition among modern enterprises has evolved into a talent competition. The rapid development of science and technology, the gap between the quality of their products smaller and smaller, while the marketing staff is a key factor in the success of the competition. So no matter which company managers must pay attention to marketing, with a good marketing staff. This requires in-house,to strengthen the marketing staff performance management, human resource optimal configuration, thereby enhancing the overall performance of the enterprise and the enterprise's overall strategic objectives.Source for enterprise development of high-tech knowledge comes from constantly moving, human resource management is a knowledge bearer intermediate links, a company's human resources management is directly related to the success of long-term development or not, human resources management, how to attract and foster talent and keep vital personnel, so today's enterprises to set up not only to scientific and rational but also positive and effective performance appraisal system and to successfully implement. So to build a positive and effective performance appraisal system, and to play its biggest utility is a modern enterprisehuman resource management problems to be solved, but also protect thelong-termdevelopment of the enterprise.This paper discusses the research starting from the background, fully set forth the basis of performance, performance evaluation, and marketing personnel concept and characteristics and so on, according to the systems integration business marketers population characteristics, the first use of key performance indicators tool is limited to DL Shares performance of the company's marketing staff performance appraisal evaluation, then the status of the current marketing staff DL Limited performance evaluation were analyzed, the existing marketing staff performance appraisal system problems in the use of questionnaires and interviews, found out the core problem with the existing performance appraisal programs, individual performance and team performance interoperability problem, set the problems in the current performance appraisal system, performance appraisal system optimization related issues with employees, the bonus allocation purposes problem; find the current marketing staff performance appraisal system the main reason there is a problem:the lack of knowledge of performance appraisal, the appraisal process control is not critical, performance appraisal communication mechanism is not clear, company-related corporate culture to be strengthened and the like. Then the marketing staff DL Corp. key performance targets were established, from marketers this post, to sort out job design and analysis; and learn from BSC and KPI evaluation system combining ideas, combined with the actual situation established performance evaluation index system marketing staff system; while building a set of rigorous performance appraisal of the implementation of the program, through the performance appraisal and reward system of follow-up, feedback assessment results tracking and evaluation results, to ensure the implementation and assessment of the seriousness of the efforts fell at the examination. Finally, the new performance assessment of the effective implementation of measures put forward innovative performance assessment in the Group was established to review the Department of Planning and the Ministry for the implementation of performance appraisal provide organizational guarantee.