Research On Optimizing Performance Evaluation Of Sales Personnel In S Securities Company

In March 2012,the China Securities Regulatory Commission issued the first medium and long-term talent development plan for the Chinese market: "China’s Securities and Futures Industry Talent Team Construction and Development Plan(2011-2020)".The plan pointed out that the talents in Chinese securities and futures industry are expected to approach the level of developed countries by 2020,so as to be in line with international standards and form a complete system in terms of talent training,planning and performance appraisal.With the development of the financial market and the acceleration of opening up to the outside world,as well as the entry of foreign securities companies,the competition in the securities industry is becoming more intense.Under this opportunity and challenge,for their future development,each securities company must create a professional talent team in the current market and form an effective performance appraisal system to effectively promote the company’s competitiveness.Therefore,research on performance appraisal optimization is indispensable in this link。With the continuous reduction of commissions,the competition in the securities industry is becoming increasingly fierce,and the development of each brokerage business department is also facing fierce market competition.S Securities Company,as a state-owned enterprise limited liability company,has a history of more than 30 years since its establishment.The business scope covers many fields such as securities brokerage,securities underwriting,securities proprietary trading,margin trading,customer asset management,financial consulting,etc.,with 20 functional management and business departments.There are some problems in the performance appraisal indicator system currently used by S Securities Company,which have seriously affected the enthusiasm of the front desk staff and further affected the development of the business department.At the same time,the company’s goal of high-quality sustainable development is difficult to achieve.This article uses questionnaires and interviews to investigate the satisfaction of sales employees in the grassroots business department of S Securities Company with the existing evaluation system.In the process,it analyzes the results of the questionnaire through basic methods,the concept of performance management,incentive theory,evaluation content,and organizational justice theory.It is found that the existing performance evaluation problems include the following: the inability of performance evaluation to support the company’s development goals,unreasonable development of performance evaluation system,unreasonable weight of performance evaluation indicators,unreasonable performance evaluation indicators,and unreasonable performance evaluation process.Based on theoretical methods and existing reasons in the performance appraisal system,this article conducts in-depth analysis,using self-assessment,360-degree appraisal,balanced scorecard,and key performance indicators to provide an optimal design of S Securities Company’s relevant plans for sales employee performance appraisal system,clarifying the purpose,principles,and ideas of the optimal design.At the same time,the evaluation cycle,evaluation index weight design Optimize the design of assessment indicators and assessment scales.In addition,in terms of corporate security,in order to smoothly implement the optimization of the performance appraisal system,corresponding opinions are proposed from the aspects of corporate culture construction and organizational security to ensure implementation.Finally,improvements and optimizations were made in the feedback area,enabling employees to communicate smoothly with their superiors and further optimizing the evaluation system.