A Study On Performance Management Of Sales People In Company F

Sales is the core part of enterprise development.Improving the overall quality of sales personnel in enterprises and improving the ability of sales personnel are the core factors for the stable development of enterprises.It is very important for enterprises to effectively manage and motivate sales personnel.At present,the sales crowd in Chinese enterprises is the most difficult to manage in the enterprise.In many industries,the sales crowd is highly mobile,and the competition among sales personnel among enterprises is becoming more and more fierce,thus strengthening the turnover rate of sales personnel among enterprises.The main reason for the high turnover of sales personnel in enterprises is that employees do not see the development prospects of enterprises,and they do not recognize the enterprises;enterprises cannot guarantee the sales performance bonuses of employees,and there is no good incentive system in enterprises.Therefore,how to attract more excellent sales talents in the enterprise and effectively motivate the employees' work enthusiasm become the most important problem in the development of the enterprise.Company F is a multinational family-owned company.The company's scale is constantly expanding and the company's efficiency is gradually increasing.However,the turnover rate of the company is very large,especially the sales staff is particularly mobility.The management of the company has always been confused about the difficulty of the company's performance appraisal system.In view of the problems existing in the enterprise,this article will study in detail and seek scientific and reasonable solutions.The article takes the performance of F company sales personnel as the research object,and obtains the problems and loopholes in the performance management of sales personnel at present stage through questionnaire analysis and open interviews.As a starting point,this paper systematically analyzes the existing problems.Organize and develop a performance management system suitable for sales personnel.This article mainly discusses from the following aspects:Chapter One Introduction.From the perspective of economic globalization,it affirms the positive significance of enterprise sales personnel management to expand the influence of enterprises and increase the profits of enterprises.It also summarizes domestic and foreign literatures and introduces several common research methods.The second chapter is related to the theoretical basis,mainly related to the theory of performance management,performance management systems,performance management model.The second chapter,to improve the article,introduces the performance management theory in this chapter,and expounds the performance management model and goals.The third chapter,with F company as the empirical research object,gives a detailed introduction to its industry background analysis and company profile and analyzes its basic situation in sales personnel management,especially performance management.The fourth chapter,after affirming the strategic management results of F company,explains the problem from the perspectives of performance objectives,information communication and incentive mechanism.The fifth chapter puts forward some optimization suggestions for the management problems existing in the previous chapter.Finally,the paper summarizes the ideas of this article,affirms the innovation of the article,and believes that there is still much room for improvement in the academic research of sales personnel performance management.Research shows that through the strategic performance management tools,the three decision-making aspects of the target layer,link layer and system design are carried out.In the design of the target layer,F company's strategic performance management,globalization must be based on the market layout for performance management design,the Asia-Pacific region to operate in a stable market,and strive for the strategic goals of the entire organization.By evaluating different types of sales people to guide employee performance behavior and reward systems,the sales staff's positive attitude and strategic planning in sales activities can be promoted to optimize sales targets.Based on the feedback from the local market,the sales manager analyzes how to respond to market changes,adjusts business strategies and methods,conducts various indicators,and uniformly arranges sales team personnel training and implementation,providing sales personnel with learning opportunities such as knowledge,skills and comprehensive quality to promote self-management.And the development of sales staff to improve the enthusiasm of sales staff and their individual performance to achieve organizational goals.The company relies on the original key performance indicators to help combine the company's strategic goals,management purposes to develop strategic performance objectives,and achieve specific goals for subsequent implementation.The company's financial needs,customer service,internal management,and learning and growth of transformation are assessed as performance metrics.Improve communication efficiency through written reports,interviews,and regular business review sessions.As an important part of performance management,the performance evaluation of the entire performance management process cannot be disconnected.The regional manager is responsible for organizing the information and creating a performance indicator search platform to help the sales staff directly access the information.Taking decision-making level,sales,product knowledge and presentation skills,agent training,customer marketing,customer satisfaction,teamwork,cooperation ability,etc.as evaluation content indicators,the evaluation target is sales director,colleagues and self-employment performance indicators,corporate year the performance appraisal cycle is upgraded every six months.The rating scale,process cost accounting,sales performance and personnel performance evaluation results are combined with the company's operating costs to develop appropriate business development incentives.