Research On Performance Appraisal Of Sales Staff Of L Group Liaoyang Branch

With the development of China economy,the popularity of the Internet,Chinese retail stores have gradually from the market to a buyer's market.In order to ensure the market share,continue to reduce commercial profits,making the retail industry has entered a low profit era,how to survive and develop has become a difficult problem for retail enterprises in the competition.The final competition of enterprises is the talent competition in a complex economic environment,enterprises in order to ensure strong competitiveness,we must establish a highly efficient,the core competitiveness of the team.The performance appraisal is the key to ensure the competitiveness of the enterprises for sale,how to motivate sales staff working enthusiasm and sense of responsibility,is an important work of human resources of retail enterprises the enterprise is an important guarantee for longterm survival and development.This paper introduces the related theory of performance evaluation and assessment methods:target management method,key performance indicators,360 evaluation and the balanced scorecard.Through the study of Liaoyang L group company sales staff performance appraisal,starting from the actual situation of the industry environment and the company,using questionnaires to understand the real situation of L group Liaoyang branch the sales staff performance appraisal,and find out the existing problems.To solve these problems,to establish a company's development strategy is based on simple and practical,fair,impartial,open principle,balanced scorecard and KPI sales staff performance appraisal scheme based on key factors.The new scheme will use the successful key analysis company success,according to the key success factors,using the fishbone diagram method to further decompose success factors,combined with the business process analysis of the level of sales staffs performance appraisal index.Divided into level indicators and two indicators,level indicators are the four dimensions of the Balanced Scorecard,two indicators are the key performance indicators in four dimensions,extraction and target setting more in line with the status quo of Liaoyang branch,and can achieve the objectives of the company to make the value.The index weight is more scientific,more accurately reflect the performance of employees,using AHP weight setting of post performance index.At the same time,we will try to apply some of the salesperson's work results to the new plan.Through the examination results,we can see that the new scheme has the advantages of comprehensive performance evaluation indicators,uniform standard quantification,reasonable index weight and obvious difference of results.The new scheme is more maneuverable and feasible.