昆明山推公司銷售人員績效考核體系研究
發(fā)布時間：2018-10-29 22:24
【摘要】：績效考核是企業(yè)人力資源管理中績效管理的關(guān)鍵組成部分,通過績效考核促進員工自身素質(zhì)的提升,實現(xiàn)自我價值,并為企業(yè)的績效管理工作提供依據(jù),有助于企業(yè)的資源配置和目標協(xié)調(diào)。隨著經(jīng)濟全球化、市場競爭加劇、內(nèi)外部環(huán)境的變化,大多企業(yè)都意識到了績效考核的重要性,部分企業(yè)也建立了自己的績效考核體系,但是在實際操作中卻出現(xiàn)了背道而馳的結(jié)果。因此采用科學的研究方法,研究和思考在國內(nèi)政治、經(jīng)濟以及社會文化背景下,企業(yè)實施績效考核的一般理論和方法,才能成為企業(yè)管理實踐的有效工具,提升企業(yè)績效水平,促進企業(yè)的持續(xù)健康發(fā)展。 本文以昆明山推公司銷售人員績效考核為例,通過文獻閱讀、現(xiàn)場交流訪談、問卷調(diào)查、實證觀察等方法逐步展開。首先在研究績效考核理論的基礎(chǔ)上,通過對國內(nèi)工程機械行業(yè)概況、昆明山推公司現(xiàn)狀研究,分析探討昆明山推公司銷售人員績效考核現(xiàn)狀、存在的問題以及問題產(chǎn)生的原因,然后對績效考核體系指標及具體內(nèi)容進行研究設(shè)計,最后對實施方案及實施效果進行評價,關(guān)鍵績效指標KPI考核體系得以應用于該公司銷售人員的績效管理實踐。 本文的研究,是對績效考核與績效管理理論的學習和應用,把經(jīng)典理論運用于昆明山推公司銷售人員的考核實踐,解決了該公司銷售人員思想不統(tǒng)一、積極性不高、業(yè)績下滑等系列問題。同時引起其它同類中小型工程機械代理商企業(yè)對績效考核的關(guān)注,為其構(gòu)建合理有效的績效考核體系提供一些借鑒和參考。
[Abstract]:Performance appraisal is a key part of performance management in enterprise human resource management. It promotes the improvement of employee's own quality, realizes self-value, and provides the basis for enterprise's performance management. It is helpful to the resource allocation and target coordination of the enterprise. With economic globalization, intensified market competition and changes in the internal and external environment, most enterprises have realized the importance of performance appraisal, and some enterprises have also established their own performance appraisal system. However, in practice, the results are contrary. Therefore, under the background of domestic politics, economy and social culture, using scientific research methods, the general theory and method of enterprise performance appraisal can become an effective tool of enterprise management practice and improve the level of enterprise performance. To promote the sustainable and healthy development of enterprises. This paper takes the performance appraisal of sales staff of Kunming Mountain push Company as an example, through literature reading, on-the-spot communication and interview, questionnaire investigation, empirical observation and so on. First of all, on the basis of studying the theory of performance appraisal, through the general situation of construction machinery industry in China and the present situation of Kunming Mountain push Company, this paper analyzes and discusses the present situation, existing problems and causes of the problems in the performance appraisal of sales personnel of Kunming Mountain push Company. Then the performance appraisal system indicators and specific content are studied and designed. Finally, the implementation scheme and the implementation effect are evaluated. The key performance index KPI evaluation system can be applied to the performance management practice of the company's sales personnel. The research of this paper is to study and apply the theory of performance appraisal and performance management, apply the classical theory to the appraisal practice of the sales personnel of Kunming Mountain push Company, and solve the problem that the sales personnel of this company are not unified in thought and not highly motivated. Performance decline and other series of problems. At the same time, it causes other similar small and medium-sized construction machinery agents to pay attention to the performance appraisal, and provides some reference for its construction of a reasonable and effective performance appraisal system.
【學位授予單位】：云南大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.4
本文編號：2299007
[Abstract]:Performance appraisal is a key part of performance management in enterprise human resource management. It promotes the improvement of employee's own quality, realizes self-value, and provides the basis for enterprise's performance management. It is helpful to the resource allocation and target coordination of the enterprise. With economic globalization, intensified market competition and changes in the internal and external environment, most enterprises have realized the importance of performance appraisal, and some enterprises have also established their own performance appraisal system. However, in practice, the results are contrary. Therefore, under the background of domestic politics, economy and social culture, using scientific research methods, the general theory and method of enterprise performance appraisal can become an effective tool of enterprise management practice and improve the level of enterprise performance. To promote the sustainable and healthy development of enterprises. This paper takes the performance appraisal of sales staff of Kunming Mountain push Company as an example, through literature reading, on-the-spot communication and interview, questionnaire investigation, empirical observation and so on. First of all, on the basis of studying the theory of performance appraisal, through the general situation of construction machinery industry in China and the present situation of Kunming Mountain push Company, this paper analyzes and discusses the present situation, existing problems and causes of the problems in the performance appraisal of sales personnel of Kunming Mountain push Company. Then the performance appraisal system indicators and specific content are studied and designed. Finally, the implementation scheme and the implementation effect are evaluated. The key performance index KPI evaluation system can be applied to the performance management practice of the company's sales personnel. The research of this paper is to study and apply the theory of performance appraisal and performance management, apply the classical theory to the appraisal practice of the sales personnel of Kunming Mountain push Company, and solve the problem that the sales personnel of this company are not unified in thought and not highly motivated. Performance decline and other series of problems. At the same time, it causes other similar small and medium-sized construction machinery agents to pay attention to the performance appraisal, and provides some reference for its construction of a reasonable and effective performance appraisal system.
【學位授予單位】：云南大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.4
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，本文編號：2299007
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