Study On Performance Appraisal Indicator System Optimization Of Marketing Staff In G Securities Company

With the development of Chinese securities market, the competition is in heat. Thecompetition of the market is major in human resource. Any company which wants to successshould encourage their marketing staff to be more creative.This article is a study base on the case from G security company. It studies on themarketing staff’s performance measurement system, combine with the latest performancemeasurement theory to analyse the disadvantages that have existed in the performancemeasurement system, and carry out a research on the corresponding method and the appliedmeasurement for them in order to provide practical suggestions for the improvement of themarketing staff’s performance measurement system.This article majory uses the method of qualitative analysis combine with quantitativeanalysis and give priority to quantitative analysis, the method of theories go with facts andcase analyse also be used in the study. Study spread base on the logic clue of Question,Analyse, and Solve.At first, it explains the background and meaning of the study. The basic theory ofperformance measurement and the major performance measurement methods and functionwere being discussing.And then, we give a brief introduction about the history background of the case. Base onthe investigation and theory analyse on the actuality status of the performance measurementon our case, the practive of performance measurement in the G security company has beenall-around expounded in five aspects. It gets a conclusive analysis on the majory fivedisadvantages and what they result in the marketing staff’s performance measurement. And italso conduct a theory analyse on the cause of the disadvantages.In the end, we combine the theory and methods of performance management, optimizethe design of G company current performance appraisal system：a) According to thedevelopment strategy of G company, we determine the critical assessment of performanceevaluation indicators, divided into financial benefits, customer service, learning andinnovation, behavior and attitudes of four categories-level indicators. Each one covers anumber of secondary indicators. b) We give a certain weight coefficient for each indicators. c)We give each indicators of performance evaluation clear assessment criteria. d) Clear thecontent and form of performance feedback. Through the above four steps to optimize thedesign, promote G company’s performance appraisal system of marketing staff really work.Overall, this study is not only useful for guiding the company’s performance management, but also has a greater role in guiding the work of the same type of company’s human resourcesmanagement.