Study And Design On Performance Appraisal System Of Sale-Employees In Corporation MW

The 21st century is the era of information, the development of modern science and technology has led to the rapid development of information science and technology, and information is the main mark of modern society, which brings limitless business opportunities for IT enterprises in china. The amount of IT enterprise is increasing, and at the same time, its competitive environment is increasingly complex.Market is the lifeblood of enterprise survival, Sale-Employees all over the country master the lifeline of the enterprise. In order to accommodate the diversity and variability market environment, a growing number of IT enterprise began to strengthen the Sale-Employees management.In recent years, at China's IT industry, as an IT outsourcing services'design & marketing enterprise, MW Information Technology Co., Ltd. (referred to as MW) grew up rapidly. After rapid expansion at the beginning of the 21st Century, the strategy of MW had became benefit priority from quantitative expansion, while Performance Appraisal (PA) of Sale-Employees was difficult to keep up with the pace of adjustment of MW strategy, had been seriously hampered the development of MW.In this article, combining theory and empirical research, the author studied hard on PA theories and its developing history, systematically introduced several PA methods which has been widely applied and analyzed their strengths and weaknesses. Then, on the basis of the analysis about Sale-Employees'job characteristics, the author summed up the Sale-Employees'traits in IT industry and the common problems at PA of Sale-Employees in IT enterprises. Finally, through a long time's analysis on Sale-Employees'PA system in corporation MW, the author made a diagnosis on it. There are too many problems in this PA system, such as: It was inconsistent between PA system and strategic goals of MW; Focusing only on individual PA not team PA; It's too one-sided at department managers' PA to reflect their job functions; The way of PA wasn't conducive to improve the comprehensive qualities of Sale-Employees. In view of the above analysis, the author expounded the concerns and ideas about redesigning the PA system, referencing the balance of the four dimensions of BSC,electing Key Pperformance Indicators (KPI) in using of Fish-bone; Then, Analytical Hierarchy Process (AHP) can help to distribute weight to these indicators. Indicator weight is tested and verified valid, for the Consistency Rate is accepTab.(less than 0.1). Finally, a team-based Sale-Employees PA system is built, as well as conclusion and suggestion of this article are made.