China Telecom Hengyang Branch Sales Employee Performance Management System Research

China telecom as one of the most mature communication operation enterprise inmarketing operation has been in the top among most of the state-owned enterprises inthe aspect of performance management, but there are still many problems in theimplementation. Especially the mobile Internet enterprises on internal operationalstructure and humanistic structure have the special requirements, and telecomscompanies are in the midst of a transition to mobile Internet operating enterprise early,performance management, especially the sales employee performance management isfacing new challenges. So, it needs to set up innovative system.Based on the research analysis about the theory related to performancemanagement, and combined with the feature of era, the thesis originally analyses theexisting problems under the background of the mobile Internet era and mobile Internet‘s profound impact on performance management. My thesis takes the Hengyang branchof China telecom as empirical research object, furthermore, it has specific analysis onthe present situation of company’s performance management system and existingproblems. Aiming at problems and adapting to changes in the mobile Internet, from thefour aspects of the performance plan, performance appraisal, performance pay,performance communication, we should make performance management system onsales-class staff optimized. I originally proposed to determine performance goalsaccording to the equivalent model of break-even and risk premium, i.e., being the basicvalue as the bottom, the T0value as reference and elastic grade of staff shall bedetermined in performance plan. In addition, we should segment sales-class staff, buildmore precise KPI evaluation system, and us technology to establish a transparentassessment process; Establish salary system adapting to the characteristics of the mobileInternet, try sealed post salary and elastic pay for performance compensation mode, andadopt the distribution mode of monthly salary points and weekly wage withholding. Most of all, we should establish instant communication group as the core, focus on selfdiagnosis and team help to promote the communication of the performance, so as to setup a more scientific and more effective performance management system in theory forinnovative sales staff during practice.