The Redesign Of Sales Consultant Performance Management System Of Company A

In recent years,China’s auto sales industry is growing rapidly.In 2017,China’s automobile production and sales completed 29.015 million and 28.879 million,respectively,an increase of 3.2%and 3%over the same period of the previous year.In 2018,it was the 40th anniversary of China’s reform and opening up.In order to further promote opening up and deepen supply-side reforms,China has introduced a series of related policies that are conducive to the development of the automotive industry.However,opportunities are often accompanied by challenges.The competiti.on in China’s auto sales industry will be more intense,and all domestic,foreign and joint venture brands will undergo changes and competition in different market segments.An Auto Sales&Service Co.,Ltd.is a special distributor of Audi brand in the central and western regions of Jinan.How to stimulate the enthusiasm of its sales staff,promote performance improvement,create greater profits for the company,seize policy opportunities and meet the competitive challenge is the company facing the key issue.Therefore,the performance management system of A company sales consultants was selected as the research object,and the problems were identified and scientific optimization measures were proposed to fully mobilize its enthusiasm and initiative.An Auto Sales and Service Co.,Ltd.further expanded its regional market share and enhanced its competitiveness.This paper uses the questionnaire survey method and interview method to investigate and analyze the actual situation of the performance pipeline of H enterprises,and proposes that the performance management system is imperfect,the assessment method and index design are unscientific,the performance evaluation is subjectively influenced,and the assessment results are limited.In addition,the performance appraisal method of the sales consultants was analyzed and optimized by using the performance management methods such as the key performance indicator method,the balanced scorecard and the target management method.Specifically,the quarterly assessment and daily assessments such as semi-annual job descriptions and daily work summaries are added to assess the sales consultant’s work attitude and ability indicators;to strengthen the relationship between performance management and corporate strategy,use balanced scorecard decomposition the strategic goal is to set performance appraisal indicators at the performance level that match the strategic goals of the company.Then,design the entire performance management process plan that matches it,including performance plan development,performance coaching implementation,performance monitoring,and feedback.This paper optimizes the performance management system of the sales consultant of An Auto Sales and Service Co.,Ltd.,and improves the performance evaluation of a single main sales-oriented performance.The implementation of the people-oriented performance management concept is conducive to creating fairness within the enterprise.A fair organizational culture atmosphere,guiding mutual competition and cooperation among employees,stimulating organizational vitality,and benefiting the realization of organizational strategic goals;in addition,it is useful to clarify the work objectives of sales consultants,stimulate their enthusiasm and work enthusiasm,and enhance sales performance.Resist the pressure of market competition and maintain and further expand market share.At the same time,this series of performance management system design schemes also provide some reference for other small and medium-sized automobile sales service enterprises in the performance management of sales personnel.