Research On The Optimization Of Performance Management Program Of Sales Staff In Changchun Yidong Clutch Co.,Ltd

With the rapid development of China’s socialist market economy and society,residents’ income level continues to improve,driving people’s consumption ability to continue to enhance,the auto industry also thrives and develops,and the competition in the auto market is becoming more and more intense.However,with the integration of the global economy and the impact of the economic crisis in recent years,the automobile industry has been hit by an unprecedented impact,and the growth rate of production and sales has been declining.As a supporting enterprise of auto parts,Yidong Company has been affected.Still,the auto parts industry has a lot of room to grow relative to China’s huge population and vast market.At present,one of the most important factors restricting the internal development of China’s auto parts sales industry is the lack of a systematic and effective performance management system,especially the performance management system of the Marketing Department,which directly affects the competitiveness of enterprises in the market and the industry.The more the market economy develops,the more perfect the market economy system is,the more important the role that the salesperson plays in the business operation.Sales staff performance management plan is scientific and reasonable,has become the enterprise human resources management and marketing management issues of mutual interest many scholars studied on this question,has made some beneficial research results,but the sales staff performance management problems are different,and the causes of the formation of the same problem also is not the same,this means that the sales staff performance management countermeasures can not completely copy,must be in combination with the practical situation of the company’s further study of its internal causes.This paper takes Changchun Yidong Clutch Co.,Ltd.as an example to study the main problems existing in its performance management and design a specific and feasible optimization scheme for it.In this paper,through the method of investigation and interview on the in-service sales staff of Yidong Company,fully communicate with the sales staff on the real feelings of current performance management.It makes clear the opinions and suggestions of the sales staff on the index formulation,index allocation,evaluation method,performance communication and feedback,and the application of performance results in the performance management of the company.Some problems have been found,such as the disconnection between the formulation of performance indicators and strategic objectives,unreasonable setting of the assessment index system,too single assessment subject,poor internal communication,insignificant incentive effect of the assessment results and imperfect performance feedback and guarantee mechanism.Through the full analysis of these problems,the paper sorted out the causes of the problems in performance management of Yidong Company.After reading a large number of relevant literature,the writer draw lessons from the experience of predecessors,through their own understanding of the performance management cycle system,using the target management,key performance appraisal indicators,360 degree assessment,such as theoretical basis,starting from the company strategic objectives,combined with the department functions and responsibilities of strategic objectives broken down layer by layer,scientific system to identify the key performance indicators of sales personnel.Based on the survey results,the weights of key performance indicators are designed by using priority and primary and secondary classification.More combined with the actual situation of the enterprise,a set of personalized performance management program is designed for the sales personnel of Yidong Company in line with the current development status of the enterprise.In the process of performance communication and feedback,to strengthen the performance appraisal results to the influence degree of the employees,and combining the incentive theory,from the performance salary,salary benchmark,rank adjustment and talent selection,the optimization design of the assessment results,as well as the implementation of the performance plan and implementation provides specific guidelines and operating method,makes the performance of the optimization of management scheme to implement as soon as possible to the actual operation.In addition,in order to avoid the new performance management program by obstacles in the process of implementation,this article from the enterprise culture,enterprise organization,enterprise system of the three main aspects,how to guarantee the new performance management scheme effectively performing discusses analysis to the ground and to help the new performance management program can be successfully implemented in the enterprise,to further promote the development of enterprise steady.In short,this paper aims to make Changchun Yidong Clutch Co.,Ltd.sales staff performance management program more efficient,more suitable and feasible for the development of the enterprise at the present stage,to create greater value for the enterprise,and to provide a useful case reference for the performance management of other enterprises in the same industry.