Research On The Optimization Of Performance Appraisal Of Sales Staff In D Company

Talent is the most important asset of an enterprise,and human resource management has become the core content of modern enterprise management.Among them,performance appraisal is an important tool and method for enterprises to select talents and improve enterprise performance,which is highly valued by enterprises.Especially with the emergence of new energy vehicles in recent years,the sales volume of traditional car sales companies has continued to decline,coupled with the low level of human resource management,and the scarcity of sales talents in the industry.Many car sales companies have suffered a serious brain drain.The sales department is the department that brings profits to the company and is the most important link in the value chain of the company.The sales team,as the core part of the sales company,has enough performance and capabilities to influence the development of the entire company.Whether the sales target is completed or not determines the survival and development of the enterprise.Competitiveness largely depends on the sales level and comprehensive ability of sales staff.At present,there is a common problem of uneven quality of sales personnel,and the contradiction with the internal needs of the rapid development of enterprises is increasingly prominent.It is urgent to use an advanced performance management system to strengthen the management of enterprise sales personnel and enhance the core competitiveness of enterprises.Therefore,this paper focuses on the performance appraisal of sales personnel,and tries to find a performance appraisal system suitable for their own development in practice.This paper takes the sales staff of company D as the research object,analyzes and summarizes the current situation and existing problems of the sales staff performance appraisal system,combines the performance appraisal theory,puts forward the design scheme of the sales staff performance appraisal index system,and finally puts forward the guarantee from the perspective of the optimal design and implementation of the sales staff performance appraisal system.measure.First of all,this paper expounds the relevant theories of performance appraisal,discusses the balanced scorecard,key performance indicators and other related analysis tools,as a theoretical foundation for the D company’s performance optimization.Next,use the questionnaire survey method to investigate and analyze the current situation of the existing performance appraisal problems of D company,and find that the company has problems such as performance appraisal deviating from the corporate strategy,single performance appraisal indicators,inaccurate performance appraisal positioning and lack of performance appraisal feedback evaluation.The main reasons are: backward management thinking,imperfect performance appraisal system,neglect of employee needs in performance appraisal and incomplete application of performance appraisal results.In view of these deficiencies,according to the PDCA theory of performance management,starting from the improvement of the performance management process,optimize each link.Improve the performance appraisal system of sales staff of D company to make it more optimized.The 360-degree assessment method,the key indicator method and the balanced scorecard are all relatively scientific and effective methods.This article combines the key indicator method and the balanced scorecard method to optimize the performance management system of sales personnel in D company.The author uses the balanced scorecard method to redesign the entire index from the four dimensions of finance,customers,internal processes,and learning and growth.On the basis of the original performance management indicators,either new or improved The orientation is clearer,the core around the strategic goals of the enterprise is more prominent,the qualitative and quantitative indicators are differentiated,but they are more operational.This is not only conducive to the improvement of the overall performance management of the enterprise,but also helps to give full play to the advantages of human resources,so that the enterprise has more potential and wins in the fierce market competition.Following the general idea of performance appraisal optimization,according to the basic process of performance appraisal,optimize the weak links of each process of performance appraisal,and explain the expected results achieved.Finally,put forward the performance appraisal optimization guarantee measures,by improving the relevant personnel guarantee,organizational guarantee,system and cultural guarantee,to ensure that the performance implementation achieves actual results.By analyzing and researching the performance appraisal of D company’s sales staff,we try to provide some opinions and suggestions for D company to increase market share,enhance brand image,expand market influence and competitiveness.At the same time,it also provides a new theoretical perspective for the study of enterpriseization and salesperson performance appraisal system in my country.