Research On Optimization Design Of Performance Appraisal Scheme For Salespersons In G Company

With the rapid development of economy,the competition pattern of enterprises has also undergone significant changes,and the role of human resources in the competitiveness of enterprises has become increasingly prominent.Salesmen,as an important part of production and sales enterprises,have a great influence on the operation,survival and development of enterprises.Salesmen are not only the staff who face the market directly,but also the bridge of communication between enterprises and customers.Salesmen not only undertake the task of selling products and creating enterprise benefits,but also shoulder the responsibility of opening up markets and promoting products.Therefore,sales personnel play a very important role in the development and growth of enterprises.How to stimulate the vitality of salesmen,improve their performance,and conduct scientific and effective performance appraisal for salesmen is an urgent problem to be solved in enterprise human resources management.This paper studies the current situation of performance appraisal of salesmen in G company of a liquor production and sales enterprise,and analyses the problems in performance appraisal,so as to put forward the optimization scheme and related supporting measures.This paper takes the widely used performance appraisal methods as the theoretical basis of analysis,including the balanced scorecard,key performance indicators,goal management and 360-degree appraisal method.It uses the methods of literature research,interview,questionnaire survey and other research methods to analyze the current performance appraisal scheme of G company's salesmen.This paper summarizes the main problems existing in the performance appraisal of G company's salesmen,and puts forward the optimization scheme of performance appraisal which is suitable for G company's actual situation and has strong operability in view of the existing problems and the related theories.At the same time,in order to achieve better results,it puts forward supporting measures and illustrates the expected results.It is hoped that the conclusions of this study can play a certain reference role in the future performance appraisal design of G company's salesmen,and also hope to provide inspiration and help for enterprises with similar problems in the performance appraisal of G company's salesmen.