| With the huge consuming demand for automobiles in China’s market,Japan’s Burke Automobile Group entered China and established its first wholly-owned subsidiary—Burke Auto Parts Co.,Ltd.Since the establishment of the company,it has maintained a rapid development.Its R & D and producing products have been favored by various famous automobile brands.It has gained a large number of customers from joint-venture auto enterprises and domestic auto enterprises in China.In addition,its inherent advantages as a Japan’s enterprise almost monopolized the business of Honda and Toyota.However,with the gradual slowdown of China’s economic development,China’s automobile market has gradually entered a cold winter.A large number of customers and business losses have led to the declining performance of Burke’s marketing specialists.At this critical moment when the external troubles are deteriorating,the existing performance management of Burke company has not effectively helped the enterprise to turn the situation around,but because of the problems in the performance management,more and more sales specialists choose to leave,which makes the internal worries of Burke company continue to increase.In this severe situation,if effective measures can’t be taken,the future development of Burke company will be very difficult.The key to solving the problem lies in how to improve the existing performance management,prevent the further loss of human resources,and strengthen the subjective initiative of sales specialists,so that enterprises can get rid of the dilemma of internal and external troubles.In this paper,the on-the-job sales specialists were interviewed to fully communicate with the sales specialists on the real feelings of the current performance management.It also clarifies the dissatisfaction of the sales specialists with the index formulation,indicator of distribution,evaluating method and performance feedback of performance management in Burke company.Through a thorough analysis of these factors for dissatisfaction,the author finds out the causes of the problems of performance management in Burke company.After reading a large number of relevant literatures,the author uses KPI,360-degree evaluation and other theoretical basis,combined with the "fishbone diagram" analysis method,to scientifically and systematically identify the key performance indicators of sales specialists.The weight of key performance indicators is designed by using the method of "excellent continuation chart" in mathematical statistics.In addition,a set of performance management scheme is designed for the sales specialists of Burke company,which is in line with the development status of the enterprise.In the process of performance feedback,it strengthens the impact of performance appraisal results on employees,and provides specific guiding ideology and operating methods for the implementation of the performance plan,so that the improved performance management plan can be implemented into the actual operation as soon as possible.In addition,in order to avoid the obstacles in the implementation of the new performance management program,this paper discusses and analyzes how to ensure the effective implementation of the new performance management program from three main aspects of enterprise culture,enterprise organization and enterprise system,so that the new performance management program can be smoothly implemented in the enterprise.As a result,the enterprise can get rid of the dilemma of human resource loss as soon as possible.At the same time,I hope that the research on the performance management program of Burke’s sales specialists can help more enterprises and help other enterprises suffering from the same problem to get idea and reference. |
