Research On Performance Management Of Sales Personnel In Zhuji Branch Of Property Insurance

In the context of the globalization of the world economy and the transition period of China's economy,human resources are the most valuable resources in modern enterprises.For insurance companies,the individual performance of sales personnel directly determines the overall performance level of the company.In the new situation,for the long-term development of insurance companies,the development of reasonable performance plans,realistic performance appraisal indicators and scientific and reasonable performance management processes are key issues to improve core competitiveness.Based on the method of case study,this paper takes the property and insurance Zhuji branch as the case study object,and studies the theme of sales staff performance management optimization of PICC branch.Since its establishment in 1997,in addition to developing business and opening up the market,the company has also invested heavily in improving organizational efficiency.However,due to its low theoretical level and insufficient practical experience,it is currently in a poor performance management system.The company's performance management ability is low,the performance plan is directly determined by the senior management,the performance indicators are set unreasonably and not comprehensively,and the assessment is mainly based on subjective decision-making by leaders and lack of corresponding performance incentive system.In the face of a series of problems in the performance management system of sales personnel of PICC's sales team,this paper conducts in-depth research on the shortcomings of the company's performance management system in sales personnel through questionnaires and sample interviews.The main reasons are: performance The plan is unreasonable and fails to meet the company's strategic objectives;the performance appraisal indicators are not scientifically comprehensive;the communication coaching is not in place during the performance implementation process;the performance appraisal method is not appropriate,the evaluation results are unfair;the performance feedback method is single,not paying attention to timeliness;performance The results are not comprehensive and the motivation function is missing.In response to these problems,humanities follow the theoretical knowledge of hierarchical demand theory,two-factor theory,fairness theory and reinforcement theory,as well as different performance management methods such as key performance indicators and target management methods.Targetedly put forward the sales personnel performance management system optimization strategy.Finally,the paper also puts forward the attention and support of senior leaders,conducts extensive publicity and training,promotes the construction of performance culture,and makes full use of Internet and IT technologies.