A Diagnostic Study On Performance Management In Marketing Department Of Training Company

In the process of business management,the majority of enterprise managers gradually realized that through enterprise training,they can improve the skills and quality of employees,create more profit value for enterprises,and at the same time enhance employees’ sense of belonging to enterprises,which is conducive to the stability of employee team management..As enterprise managers pay more and more attention to the training of employees,and most of the internal training systems are lacking,SMEs tend to outsource the training to professional training institutions.This provides a steady supply of rigid demand for the enterprise training market.A large number of training institutions of all sizes have emerged over the past two decades.In the current internal management of enterprises,the construction of human resources management system of training institutions is still at a lower level of exploration.Although some training institutions seeking development have introduced the concept of performance and implemented the employee performance management system internally,See,even those companies that have scale and development prospects are often used in performance management to assess the sales performance of sales employees.The managers of enterprises do not understand the essential meaning of performance management.The purpose of assessment is to reduce personnel costs and achieve short-term sales targets.The performance management model is rough and single.Especially for the pioneering market personnel performance appraisal method is more enthusiastic to adopt sales management as the only oriented management model to emphasize the completion of the company’s sales turnover task,so as to achieve the short-term rapid income,failed to develop from the long-term development of the enterprise.From the perspective of formulating a sound assessment system,internal management does not care about the construction of the workforce and neglect the employees’ own development demands,which makes the quality of the employees different.It is not enough to understand the management and training of the enterprise.It is impossible to understand the real needs of customers and help the customers design or plan.A course that matches the needs,not to mention a series of marketing activities that further help customers create value.Such chaotic performance management,which only pays attention to performance results,has become a problem that restricts the company’s sustainable development,making it impossible for the company to develop into an excellent and influential corporate training company in the industry.This paper takes the marketing center of the enterprise training center(A training company)separated from a state-owned communication group after the system reform as a case study,and sorts out the performance management of the marketing department personnel of other similar scales and situations in the industry.The common problem is to take the performance appraisal of the marketing department of A training company marketing center as a sample of research,and to use the scientific and effective diagnostic methods and tools to conduct in-depth diagnostic research and comply with the industry’s current market performance management system.Management characteristics,drawing on the relevant theoretical knowledge of human resource management-the impact of market orientation on organizational performance and the impact of performance appraisal on employee behavior,etc.,for the company’s marketing department to propose a performance management strategy that meets market demand,and strive to explore A set of effective marketing department performance management optimization programs.