Study. The Hunan Switch Limited Liability Company Marketing Staff Performance Appraisal System

Performance appraisal is a very important part in Human Resources Management. In enterprise's operation, sales people play a crucial role. So, in order to achieve its operation objectives, it is essential for an enterprise to set up a scientific, reasonable and effective performance evaluation system to instruct its sales people, motivate their enthusiasm and initiative, encourage them to improve performance and finally improve the performance of the enterprise.This article has four parts. Chapter 1 introduces the research background and theories about performance appraisal at home and abroad. Chapter 2 introduces the current marketing performance appraisal system implemented by Hunan Switchgear Co. Ltd and analyses its main problem; In chapter 3, firstly, the author elaborates three kinds ofmarketing performance appraisal——marketing performance appraisal ofobjective-oriented KPI,, BSC-oriented KPI and example-oriented KPI. then lists their advantages and disadvantages. Based on the industry characteristics and current operation situation and development strategy of Hunan Switchgear Co. Ltd, it's suitable to evaluate the sales people using marketing performance appraisal of objective-oriented KPI. Secondly, the author presents the new idea to develop marketing performance appraisal and the new KPI design concerned with the enlargement of the company. Chapter 4 introduces how to design the whole process of marketing performance appraisal such as performance plan, examiners, guarantee measures, content and steps of assessment, period of assessment, performance feedback and performance implementation, performance appraisal, performance feedback, and performance application under the direction of the KPI of the company marketing department. In consideration of the practice of Hunan Switchgear Co., Ltd, I think a new performance management processshould abandon the traditional performance appraisal——only usingquantitative index of sales volume and payment recovery to evaluate sales people——and introduces a comprehensive system to appraise sales people according to their working performance, working ability, and working attitude while designing specific evaluation indexes, fixing the form of appraisal, and establishing particular stipulation and instruction for examiners and the process of appraisal.This article designs a system of performance evaluation from three aspects of company, department and post. Based on the current situation of Hunan Switchgear Co., Ltd, the new performance evaluation shouldabandon the traditional performance appraisal——only using quantitativeindex of sales volume and payment recovery to evaluate sales people——and introduce a comprehensive system to appraise sales people according to their working performance, working ability, and working attitude while designing specific evaluation indexes, fixing the form of appraisal, and establishing particular stipulation and instruction for examiners and the process of appraisal. Although the practice of this article is limited to the marketing department of Hunan Switchgear Co. Ltd., it may also be a useful appraisal reference to staff of other departments of the company or other companies.