Research On The Optimization Of Performance Management Of Sales Staff In F Auto 4S Store Based On KRIF Model

With the continuous reform and opening up of China,China’s market economy is becoming more and more mature in terms of social environment,mechanism and system as well as industry development,especially the increasing number of micro market subjects represented by small and medium-sized enterprises,which has greatly promoted the vigorous development of China’s market economy.General Secretary Xi Jinping has repeatedly stressed that "development is the first priority and talent is the first resource" and "whoever can cultivate and attract more outstanding talents will have an advantage in competition".It can be seen that the competition among modern enterprises is fundamentally the competition of talents,and the management and development of human resources have become the key to the sustainable competitive advantage and development of enterprises.If an enterprise cannot attract and retain talents,it will definitely affect the survival and future development of the enterprise.At present,China’s auto market has entered a mature stage,car sales from the seller’s market gradually turned into a buyer’s market,the market competition white-hot.As a major sales channel in the automobile distribution field,human resource management is particularly important for 4S stores to achieve steady development in the current market environment.As a key part of human resource management,performance management has become an important issue that needs to be solved in order to build a scientific,reasonable and effective performance management system.In this thesis,based on performance management theories and the research results of domestic and foreign scholars,we find that the current performance appraisal has problems such as unreasonable performance appraisal index and weight setting,single appraisal period,and imperfect feedback and communication mechanism of performance appraisal results by conducting performance appraisal satisfaction questionnaire and interview with sales staff.In response to the above problems,the implementation strategy of performance management optimization based on KRIF model is proposed: firstly,by optimizing the design of performance appraisal indexes in four aspects: key performance appraisal indexes(KPI),daily performance evaluation(RPA),exceptional performance events(IPI)and future performance potential(FPP)for middle management,sales consultants and sales administration of the sales department respectively;secondly,by using entropy method is used to assign weights to each indicator;then,the cycle of performance appraisal is determined by combining the characteristics of the above four indicators,and the evaluation level and performance appraisal scale corresponding to the performance results are designed;finally,the process of performance management implementation is optimized,the performance feedback and communication links are improved,and safeguards are proposed.