Research On Optimization Of Performance Appraisal Program For Sales Personnel Of T Group Shaanxi Company

With the steady development of the global economy and the increase of national disposable income,people’s pursuit of health is getting higher and higher,and the medical device industry has ushered in a period of rapid development.But at the same time,the medical device industry is not only constrained by the external market environment such as price limit and fee control,volume procurement,and strict supervision,but also the competition in the medical device industry is becoming increasingly fierce.Since the performance appraisal of sales personnel can drive and lead them to create value continuously,if a company wants to continuously improve corporate efficiency,it needs to continuously stimulate the individual effectiveness of sales personnel to ensure that sales personnel can better create value for the company.This article takes the sales staff of T Group Shaanxi Company as the research object,comprehensively uses the basic theories of performance appraisal and different performance appraisal methods,adopts literature reading method,questionnaire survey method,data analysis method and interview method,and sorts out the reasons The slow response to the group’s strategic adjustments,the insufficient awareness of the group’s organizational changes,the informatization of the company’s performance appraisal,and the lack of popular support for the value contribution-oriented performance appraisal culture.Shaanxi Company’s current sales staff performance appraisal has produced Performance appraisal methods cannot meet the needs of business development,performance appraisal content,especially performance appraisal indicators and scoring rules need to be re-determined,performance feedback and interviews are formalized,appeal channels are not smooth,appeal processing efficiency is low,and performance results are not fully applied.This article addresses the problems of sales staff performance appraisal,combined with the company’s reality,in terms of performance appraisal method optimization,performance appraisal content optimization,performance results disclosure and transparency,performance interview formalization,smooth appeal process and efficiency improvement,performance results application,etc.Proposed optimized content,and formulated safeguard measures in terms of strategy and culture,institutional guarantees,information technology system support,and training and empowerment to ensure that the optimized performance appraisal content can be implemented.