Research On Performance Evaluation System Of Sales Personnel Of Yili Group 's Qingdao Branch

The performance of the sales staff has a significant impact on the development of the company which takes sales as the primary business objectives. The sales statue of products will determine the state of the company business directly. Therefore, in order to achieve a breakthrough in sales, the performance evaluation of sales staff should pay more attention.When setting up a performance indicator, it should be objective, comprehensive and equality.The performance results should increase the scope and intensity, as a result, though building the performance evaluation system, the performance of sales staff could improve and then the company could achieve the rapid progress and development.The evaluation of sales performance can be considered as a evaluation on a department staff. However, not only a sales staff himself but other reason could affect the progress of selling as well. The selling amount is just a result of sales instead of the entire works.Therefore, the performance evaluation on a sales staff should be comprehensive including a wild range of reasons as well as the situation of the company.Despite Yili industrial group, Qingdao branch appears not in a serious situation, the present performance evaluation system could not match the development of the company and such system has a drawback influencing the enthusiasm and activity of sales staff. This would being obstructive in the future.The performance evaluation system requires present situation of the company and should be reformed and optimized. Only if many aspects could be considered in setting a sound indicator, such system could fully help to improve the company development.In this paper, the present evaluation system applied by Yili industrial group, Qingdao branch, firstly, is discussed via questionnaire. In this survey, by utilizing statistical analysis, the drawbacks can be concluded. Secondly, basing on exploring the issues of this system, a balancing score card is introduced, which can be used as an indicator. The four aspects could be considered including financial, customer, internal process and learning and growth. The indicator weight is based on analytic hierarchy process. For instance, A employer is discussed, through fuzzy evaluation method, the evaluation results are evaluated. Finally, Some suggestions are provided, which is include the environment of evaluating, the cultivation of evaluating training as well as some other methods related to evaluation.