Study On The Performance Appraisal System Of MJ Sales Staff

Performance evaluation is one of the most important work links in enterprise performance management and one of the most important issues that enterprise managers care about most.At the same time,it is also a difficult problem in enterprise human resource management,especially for the special group of sales personnel,the performance evaluation problem is increasingly obvious,playing an important role in enterprise human resource management and playing an indispensable role.The lack of effect requires more attention and attention.MJ Company was established in Qingdao in 2001,mainly acting as an internationally renowned high-end brand insulation and waterproof material.The products operated by the company are widely used in the construction field,transportation field,home appliance industry,machinery manufacturing industry,and power,heat,and heat network fields.With the rapid economic growth,MJ’s performance has always been among the best.In the process of continuous development and progress,the company’s scale has been significantly expanded,and the number of sales staff has also continued to increase.As a result,the performance evaluation of sales staff has become particularly important.First of all,this article briefly discusses the research significance,research background,research purpose,research status and basic theory of MJ Company’s sales personnel performance assessment research.Secondly,the status quo of MJ company sales staff performance evaluation is analyzed from the aspects of MJ company and sales personnel introduction,performance evaluation objectives,performance evaluation indicators,performance evaluation process,performance evaluation guidance,performance evaluation results,etc.,and then on-site interviews and questionnaire surveys On the basis of application,it is clear that the contradictions and problems exposed during the performance evaluation work of MJ company sales personnel are mainly the unscientific design of performance evaluation indicators;the sales staff’s satisfaction with the feedback of performance evaluation results is not high;the lack of necessary performance for sales personnel Assessment coaching;problems in the use of performance assessment results,etc.Thirdly,according to the existing problems,the performance evaluation system of MJ company’s sales personnel was designed.First,it is proposed that the design goals of the performance appraisal system are to ensure the Company’s strategy to achieve the improvement of the Company’s operating performance,to provide a more scientific basis for the evaluation of sales personnel,to provide protection for talent strategic reserves and human resource development,and to make the Company’s management activities more fair and suitable;Second,the principle of MJ company performance evaluation system design is consistent with the company’s goals,two-way communication feedback,emphasis on innovation ideas and employee incentives,emphasis on fairness,and the need to adapt to the market environment;third,in the evaluation index design Need to optimize the optimization of work performance indicators,work ability indicators and core values indicators;fourth,need to optimize the feedback of performance evaluation results;fifth,implement effective performance coaching;sixth,propose the need for compensation incentives,welfare incentives,Strengthen the use of performance evaluation results in training incentives and career development planning incentives.Finally,the establishment of a corporate culture adapted to performance appraisal,the establishment of a scientific and reasonable performance appraisal institution,the promotion of the institutionalization of performance appraisal,and the construction of an electronic information management system for performance appraisal are proposed to ensure the operation of the performance appraisal system of MJ sales personnel.The innovation aspect is mainly reflected in the full consideration of the complex sales indicators of the sales staff.The goal management method and the key performance indicator method are used to design and create a set of measurable evaluation indicators suitable for the sales personnel of the MJ Company.Based on the feedback from the current performance assessment,Reasonably optimize the weight of indicators,conduct performance guidance to sales personnel,improve security measures,and mobilize the work enthusiasm of sales personnel to a greater extent,so that the performance evaluation system of MJ sales personnel is more in line with the company’s future strategic development goals.In short,in the relevant research and discussion process of this article,based on the application and practice of the basic theory of performance appraisal,combined with the actual overview of MJ’s current business development,in-depth study of the company’s current sales staff performance appraisal system,find the problem,analyze and judge The root cause of the problem,and put forward corresponding countermeasures for the existing problems,hoping to provide institutional support for the improvement of the human resource management level of the sales personnel of MJ Company.