Research On The Design Of A Performance Appraisal Scheme For J Company’s Sales Staff

As the market economy develops rapidly,the competition between companies in the current market environment is essentially a competition for human resources.The objectivity and fairness of company performance appraisal directly affects employees’ work enthusiasm.Therefore,a scientific and reasonable performance evaluation system has become the lifeline for the long-term survival and development of a company.In order for J Company to survive in a fiercely competitive market environment,it must pay close attention to the problems that arise in performance management in real-time,continuously optimize and improve,take the improvement of employee performance as a starting point,and then improve the company’s market competitiveness.As the main force in J Company’s product sales and market development,sales personnel are the backbone of the company’s long-term development and expansion.As the bridge of communication between customers and the company,they also have a significant impact on the company’s operation.Facing fierce competition from similar companies in a large market opportunity,J Company must continuously improve sales personnel’s work performance and stimulate their work enthusiasm through scientific and effective performance management if it wants to sustain healthy development.Based on a review of a large number of domestic and foreign literature on sales personnel performance management,the author conducted in-depth investigation of J Company’s sales personnel performance evaluation system.Through questionnaire survey and interview methods,the author found the following problems in J Company’s sales personnel performance evaluation system: incomplete evaluation content leading to employees only focusing on sales performance;short evaluation cycle leading to employees only focusing on short-term benefits;incomplete evaluation subjects leading to employee dissatisfaction with the evaluation results;subjective evaluation methods;and evaluation results only used for salary adjustment.These problems have caused J Company’s performance evaluation work to fail to be truly implemented,thus affecting the achievement of the company’s strategic goals and the improvement of its core competitiveness.The author believes that the reasons for the above problems are that the company’s managers do not attach enough importance to the performance evaluation system,the formulation of the performance evaluation system lacks employee participation,and the performance management has become a mere formality.After comprehensive consideration of J Company’s actual situation,the author,with the help of the mentor and relevant personnel in J Company’s human resources department,designed a new sales personnel performance evaluation system.The first step is to determine the goals and principles of J Company’s sales personnel performance evaluation system design;the second step is to design research based on the five key decisions of performance management,including performance evaluation content,evaluation cycle,evaluation subjects,evaluation methods,and evaluation result application,based on the improvement of managers’ performance management awareness;the third step is to propose corresponding safeguard measures from the three aspects of system,organization,and culture,in order to make the designed performance evaluation system achieve the expected results and effectively improve employee performance;the last step is to summarize the content of the entire paper,point out the shortcomings in the research,and look forward to the future.This paper hopes to design a scientific and reasonable sales personnel performance evaluation system to make it more objective and fairer,to better stimulate the work enthusiasm and initiative of sales personnel,effectively change their behavior of only pursuing short-term benefits,guide employees to focus on long-term career development goals,and promote the realization of the company’s sales performance goals and strategic development goals.At the same time,the research results of this paper are also expected to have a certain reference value for the design of sales personnel performance evaluation systems for similar companies.