The Research Of Sales Staff Performance Management Optimization Of Emerson Network Power Lanzhou Branch

With the rapid development of information technology industry in China,Emerson-Network-Power Co Ltd,as a manufacturing enterprise of the power solutions for IT devices,has experienced rapid growth before 2007.But,the chain value added is more reflected in both ends in IT industry and communications industry.The hardware manufacturing industry has the lowest added value because it in the middle link.Emerson Network Power had to work harder in marketing to increase the added value of the industry.Emerson Network Power Lanzhou branch(hereinafter referred to as: Emerson Lanzhou branch)is a front-line sales organization.As the front-line sales organization,Emerson Lanzhou branch copied the index to evaluate the sales staff directly.Gradually,the sales staff formed a kind of opportunistic way of working in pursuit of maximizing the performance bonus of their own,when they are familiar with the simple and brutal assessment methods.And this egoistic operate mode has harmed the overall interest development of the branch.From the market competition situation and the future development trend,companies need to build suitable for its operational performance management system according to the actual situation of the quality and the characteristics of enterprise sales staff.However,in recent years,the research and the existing enterprise case literature are both lack of specific methods on the sales task planning process and performance bonus allocation.Insurance,real estate and car sales companies usually use the method of managing sales are not high enough in scientificalness and fairness,just like the task average method or according to the percentage of sales method and so on.It is of great practical significance for Emerson Lanzhou branch to optimize the applicable performance management system.Based on the above research background,this paper firstly makes a comprehensive survey on the performance management system of the sales staff of Emerson Lanzhou branch.And further analyzes the reasons for the current management difficulties.Secondly,with the help of SPSS software,this paper analyzes the results of the survey which is about correlation between employee’s work content and performance.The analysis results will provide reference for the optimization of performance evaluation indicators.Under the premise of the cause and solution of the problem,the author puts forward a complete performance management system optimization scheme from four aspects with the goal of building a complete performance management cycle.These four aspects are performance planning,performance coaching,performance examine and performance feedback.According to the actual situation of the Emerson Lanzhou branch,we know the Performance Task Assignment and Performance Bonus Allocation are two swords of management for sales.Therefore,we need to put forward the feasible scheme for performance planning process and two steps performance bonus allocation.Thirdly,the paper analyzes the resistance and obstacles that may be encountered in the implementation of the new performance management system of Emerson Lanzhou branch.For the foreseeable obstacles,the fifth chapter puts forward implement safeguard measures in four aspects,including the effective implementation,system transition,employee participation and continuous optimization.Finally is the paper summarizes and prospects.The new performance management system needs continuous reform and innovation,because of the uncertainty of the market competition environment and the company’s overall assessment strategy.The summary part also combs the 4 aspects which need to be consummated in application of the new performance management system.The conclusions of this paper can provide the reference of the sales performance management for other Emerson branch or other industrial equipment manufacturing enterprise.