sk公司销售人员绩效管理体系设计

sk公司销售人员绩效管理体系设计内容摘要：

irectly with the petitors encounter, it is extremely difficult work, the requirements of the sales also very high. Sales of corporate profits is the direct source of the pany39。 s core human resources. How to create a strong sales force, the effective implementation of sales performance management, thereby enhancing their personal qualities, and to encourage them to actively work for thepany39。 s survival and SK developmentThe purpose of this study by theoretical analysis and empirical study on the method of bining first SK pany sales performance management system made of the status quo. Research found that the pany39。 s sales staff SK performance management system, there are indeed problems, such as: performance management did not reflect the strategic thinking, the examination cycle time and unreasonable, irrational assessment criteria, such as performance management system is less than perfect. These problems are now the pany had not conducive to team building, new employees resulting in a heavy loss against the enthusiasm of staff and other adverse effectsThrough the diagnosis of the problem, we can in the design of new sales staff in the process of performance management system targeted, focused. Performance management system design methods used for management by objectives, key performance indicators, the Balanced Scorecard. Target Management Act is a systems management approach is a dynamic management methods, it will be able to personal goals and anizational goals anically integrate, and reach consensus, thus reducing employees busy, but doing things with anizational goals without coherent。 key performance indicators for panies and anizations in achieving its strategic course of the operation of the critical success factors in the extraction and categorization, is the strategic objective of the enterprise can be deposed into the operation of the longterm objective and quantitative indicators of effective tools, Enterprise Performance Management is based on the Balanced Scorecard is the most important features of the pany and to the strategy of bining vision, and reflects the balance of thinking that shortterm goals and longterm objectives of the balance of internal factors and the balance between the external factors, also stressed that the results driversI begin with management by objectives, key performance indicators, such as the Balanced Scorecard method were identifiedclass, the department level, the three levels of stafflevel performance indicators。 then should the request of the pany39。 s management, the use of fuzzy success of the new evaluation method identifyperformance indicators examples of the indicators that the current system design is still in the conclusion from the final performance plans, performance evaluation, and performance feedback interviews, Dr performance aspects of the application of the results of the four panies SK sales performance management a perfect system New sales performance management system has been operational testing and basically solved in the past under the old system of performance management issuesBut there are still deficiencies. In the implementation process, since the understanding that the error in the operation of the new system encountered some resistance, did not achieve the best results. All these in the future to be found in the practice of the problem then solve the problem, in order to further improve the performance management system made full preparations The innovation lies: SK pany in the design of performance management system in the process of trying to build a business application in human resources management model prehensive evaluation index system, a human resources business model standardized, systemat。