Research On The Optimization Of Performance Appraisal Of Sales Staff At Grassroots Level In S Company

China is the world’s largest alumina producer and consumer.Since 2015,the global alumina production has shown an overall growth trend.In 2021,the global alumina production reached 138.122 million tons,with a year-on-year increase of 3.8% and a compound growth rate of 2.6% from 2015 to 2021.As a leading alumina production company with domestic production technology,S Company has gone through two phases of construction since 2011,and the current metallurgical alumina production capacity has increased to 1.8 million tons.While the scale is constantly expanding,the equipment level is constantly improving,and the strength is gradually strengthening,the product sales and market share have not increased simultaneously.Grass-roots sales staff is the key force for S company to increase product sales and expand the market,and the performance appraisal for grass-roots sales staff is particularly important.As the performance appraisal system can no longer meet the needs of the company’s high-quality development goals currently,a scientific,reasonable and targeted optimization of the grass-roots sales staff performance appraisal scheme is of great importance for the long-term development of S company.By means of questionnaire survey and interview,this paper comprehensively analyzes the current performance appraisal methods,processes and application of appraisal results of S Company,aiming at the current performance appraisal status of the grass-roots sales staff of S Company,and summarizes the current understanding degree and satisfaction degree of the grass-roots sales staff of S company on the company’s performance appraisal program according to the data of the questionnaire,and then analyze their evaluation of the company’s performance appraisal program,as well as the role of grass-roots employees in the formulation of the company’s performance appraisal program,and sort out the performance appraisal method and result feedback of the grass-roots employees of S company in detail.On this basis,it summarizes the problems existing in the performance appraisal of the company’s grass-roots employees,including the design of the employee performance appraisal mechanism to be improved,the unreasonable setting of the content of the performance appraisal index,the unreasonable setting of the weight of the performance appraisal index,the insufficient fairness of the performance appraisal,the improper application of the performance appraisal results,etc.In view of the problems existing in the performance appraisal of the grass-roots sales staff of S Company,the paper elaborated the improvement countermeasures of performance appraisal,including perfecting the design of performance appraisal mechanism,establishing the KPI index of grass-roots sales staff based on strategic goals,improving the fairness of performance appraisal and improving the application level of performance appraisal results.Finally,from the three aspects of organization,system and culture,the paper expounds the safeguard measures for the implementation of the performance system improvement countermeasures for the grass-roots sales staff of S Company.It is expected to provide reference for improving the efficiency and development quality of the performance appraisal system for grassroots employees of S Company and other enterprises in the same industry.