Research On Optimization Of Performance Appraisal Scheme For Sales Staff In H Company

Throughout the ages,medicine has played an important role in the cause of human health.It is the guarantee of people’s life and health.With the advancement of social science and technology,high-tech means such as genetic engineering and bio-pharmaceuticals have appeared in people’s field of vision,helping humans solve many difficult diseases that were difficult to solve before,and the pharmaceutical industry has also achieved rapid development.At present,China’s basic medicine system has been established and improved.The establishment of a comprehensive insurance system has benefited the whole people.The previously neglected primary health care service system is gradually established and improved.The demand for the pharmaceutical market continues to expand,and the domestic pharmaceutical industry maintains rapid growth.But at the same time the market competition is more intense.H Company is a company specializing in the production and sales of pharmaceuticals.It belongs to the field of pharmaceutical circulation.The company currently operates more than ten varieties,all of which are independently researched and developed,with high quality level and strong market competitiveness,but there are also many similar products in the face of huge Market opportunities,and fierce competition,the company must maintain healthy and sustained growth,and it is crucial for the incentive mechanism of internal personnel,especially sales personnel.At present,there are still some problems in the internal incentive mechanism of H Company,and the turnover rate of sales personnel is relatively high,which affects the sales performance and future development of the company to a certain extent.On this basis,this paper studies the performance appraisal system of sales personnel of H company and proposes an optimization plan.H company has five sales regions and 31 offices across the country,and its sales network covers the whole country.Sales staff set a post of 526 people,accounting for more than half of the total number of employees.From the existing sales staff composition,accounting for 82% of the under 30 years old,81% of the undergraduate degree,72% of employees working 1-5 years,the team is young and mainly undergraduate,indicating that the potential is very Big.The company requires employee turnover to be within 10%,but from the perspective of 20% of new employees,employee turnover is not low.The author analyzes the status quo of performance appraisal of H company sales personnel,and refers to the year-end questionnaire survey results,and finds that the current company exists: single assessment mode,lack of perfect performance appraisal standards,unreasonable performance appraisal content,emphasis on performance appraisal and despise performance training,The results of the assessment results are solidified,and the results of the assessment are not fully utilized;In view of the above problems,the author believes that the root cause is that the concept of the top management of the company and the person in charge of performance appraisal lack of in-depth understanding of the specificity of the industry,resulting in the lack of specificity in the design of indicators and the results of the assessment.The author contacted his own knowledge,under the guidance of the teacher,with reference to a large number of documents,tried to put forward a specific plan for the performance evaluation of the sales staff of H company.The first is the goal and principle of optimization.The objectives of performance appraisal should include the strategic objectives of the company’s development,the management objectives of the company’s operations,and the individual development goals of the employees.Then propose a specific optimization plan,including the performance appraisal object,the appraisal subject,the appraisal method and the optimization of the appraisal content.In terms of the object of assessment,the evaluation of individuals is optimized to assess individuals and teams;in the aspect of assessment,the assessment method that was originally conducted by the line manager as a single subject is optimized for multi-subject assessment,including self-evaluation by sales staff and evaluation by colleagues in departments.Inter-departmental peer evaluation,superior leadership evaluation and external customer evaluation.In addition to the original KPI assessment,the assessment method also introduces the MBO management method and the 360 assessment,which are combined in various ways.In the assessment content,the assessment indicators and assessment criteria are optimized,which is beneficial to guide employees to improve and enhance themselves.Suggestions for the optimization of the specific implementation measures of the current sales personnel performance appraisal system of H Company: In the preparation level of performance appraisal,it is necessary to improve the performance appraisal management awareness of the responsible persons and managers,and encourage sales personnel to participate in performance appraisal management.Establish and maintain a good corporate atmosphere,implement the company’s performance appraisal training;the feedback level of the performance appraisal results of the first-line sales representatives should set up a special performance supervision department to supervise the performance appraisal implementation,and establish a smooth feedback process of performance appraisal results to form a closed loop.In the application level of performance appraisal results,the results of performance appraisal should be fully utilized in the formulation of corporate strategic management objectives,representative salary adjustment,position adjustment and staff training curriculum.The innovation of this paper: full consideration of the particularity of pharmaceutical sales,try to design measurable assessment criteria,guide employees to improve compliance and professionalism;innovative breakthroughs in indicator design can effectively change employees’ pursuit of short-term benefits and assessment methods The subjective and other aspects of the problem,guide employees to focus on and form a sustainable long-term career development goals;the sales department in the same time dimension,through the classification to establish a variety of evaluation indicators system,the use of objective scientific performance indicators,fully mobilized The enthusiasm of employees for the work of the company for long-term development benefits.The article concludes with a summary of the research content of the full text,points out the shortcomings in the research,and proposes a corresponding outlook.