Research On The Optimization Of Performance Appraisal Of Sales Personnel Of Insurance Company A

Since China’s entry into the WTO,the economy has shown how fast and good development trend,followed by the emergence of China’s insurance blowout development,has a very strong vitality.However,due to the expansion of a large number of foreign insurance companies into the domestic market,China’s insurance market is facing increasing competitive pressure,especially for life insurance.In recent years,the development of life insurance services is getting better and better,the expansion speed is accelerating,and the marketing team is growing rapidly,causing many management problems.Insurance industry is different from other industries,insurance products are a variety of insurance business,is to buy products for customers to provide a kind of future security,there is no substantive form.Therefore,in the management of the sales force,we should not only pay attention to the performance,but also pay attention to the quality of personnel,especially the customer service,customer satisfaction determines the level of market share.Since 2015,the sales force of insurance company A has grown rapidly,but the incentive mechanism of performance appraisal has little effect.It is difficult to fully stimulate the work enthusiasm of the sales staff,and their working attitude is not positive.In the face of such A situation,A insurance company is trying to find A new performance appraisal program,hoping to fully mobilize the work enthusiasm of the sales staff,stimulate the work enthusiasm,so as to improve the sales performance and promote the development of the company.This paper takes the salesmen of insurance company A as the subject of investigation.After reading A large number of excellent classic sales books and performance management books at home and abroad,as well as journals and papers,the paper designs A performance satisfaction questionnaire,communicates with employees face to face,and conducts in-depth research on the basis of reference theories.After A period of research,it was found that A insurance company did not set performance goals based on the enterprise’s long-term development goals,the current indicator system was not comprehensive,and it did not fully communicate with employees in the formulation process,and it also evaluated the feedback link after the assessment results came out,and it could not arouse employees’ enthusiasm in the application.Through the analysis of the causes of these problems,after dealing with the adverse factors,the use of advanced assessment methods such as BSC,KPI,MBO,etc.,from the performance plan,indicators,implementation,application four aspects of optimization.In particular,different KPI indicators are set for each sales position,instead of a one-size-fits-all approach.In the application of results,such as rank promotion and reduction,performance appraisal and staff training and development are also added.Finally,three safeguard measures are put forward:first,the company attaches importance to employee participation;Second,attach importance to communication counseling and improve training;Third,the development of performance management system information platform.Through this to the sales force optimization and improvement of the comprehensive evaluation system,although the process is complex,difficult,and even senior employees don’t understand don’t cooperate,but the real perfect sound not only after the completion of the original performance appraisal model,make strategic targets and sales staff personal goals to unify,become A community of interests,but also enhance the level of performance management can help A insurance company.At the same time,it is expected that this optimization scheme will have certain reference significance for performance management of other insurance companies.