Optimization Of Performance Appraisal System For Marketing Staff Of A Securities Company

In the 21 st century,the competition of enterprises is also the competition of talents.Therefore,the competitiveness of securities enterprises depends on whether they can recruit,retain and stimulate the working ability of talents.Performance appraisal is a kind of appraisal of employees' working conditions in enterprises.Combining with corresponding incentive measures,it can stimulate employees' working enthusiasm very well.Whether a securities company can establish a set of scientific performance appraisal system,timely and effective appraisal of marketing personnel,and closely combine the development of the organization with the development of employees,will be an important factor affecting the securities company to gain advantages in the market competition.In recent years,the business development of A Securities Company is relatively rapid,and the company has shown a greater demand for human resources.Therefore,in the recruitment process,training process and performance appraisal,related work is also being rapidly and busily upgraded.This paper intends to make an in-depth study and Discussion on the performance appraisal of employees,hoping to find out the problems,research reasons and provide a reference for solving them.There are the following parts in this paper:First of all,it puts forward the research questions,clarifies the necessity and significance of the research questions,and uses what methods to study them.The second part introduces and summarizes the current situation of the research theory.The third part is the analysis of the status quo and the analysis of the causes of the problems,which describes the basic situation and organizational structure of A Securities Company.The current situation of the performance appraisal of the salesmen in the grass-roots business department of A Securities Company is analyzed in the aspects of the main body of the appraisal,the appraisal cycle and the appraisal indicators.The current situation of the performance appraisal of the salesmen in the grass-roots business department of In the analysis,we find out the existing problems,including the gap between performance appraisal and company strategy,the single appraisal subject,the unreasonable appraisal cycle,the imperfect appraisal indicators,the lack of effective communication in the appraisal process and the inadequate application of performance appraisal results.At the same time,we deeply analyze these problems,mainly the lack of differentiated management concept and democratization.The fourth part is to optimize the performance appraisal of salesmen in the grass-roots business department of A Securities Company for the purpose of optimizing the performance appraisal of salesmen in A Securities Company,elaborating the objectives,ideas and principles of the optimization of the performance appraisal of salesmen in A Securities Company,as well as the main body,cycle,index and index of the appraisal.The weight,feedback and application of the evaluation results are optimized;the fifthpart is the safeguard measures,and puts forward corresponding safeguard measures and suggestions for the implementation of the optimization scheme of the performance evaluation of salesmen in the grass-roots business department of Company A,including cultural,institutional and organizational safeguards;the sixth part is the conclusion and outlook,which summarizes the Research of this paper and puts forward further research.Outlook.The performance appraisal system has gone through nearly ten years from the concept to the practice of enterprises.As far as the actual situation is concerned,some enterprises have established fairness,reasonableness and rationality.It is promoted the upgrading of enterprise's business level.However,due to various subjective and objective reasons,some enterprises' performance assessment is not fair,not objective,not quantified,and not giving consideration to synergies.On the contrary,various unfair phenomena occur in enterprises,causing centrifugal force among employees,affecting the unity atmosphere of the team,and failing to give full play to the competitiveness of enterprises.This paper tries to research and discuss,put forward to help A securities company to establish A scientific,reasonable and fair performance appraisal theory,to facilitate the development of the enterprise.