A Study On The Optimization Of The Performance Appraisal System Of Automobile Sales Personnel In Company A

Affected by the saturation of the market and the economic downturn,the automobile sales industry has been greatly impacted in recent years.A company with sales for the main business,in order to ensure that the market downturn,and artificial cost,under the condition of fixed costs rising profits,increase performance,and lead to sales staff pressure,lack of enthusiasm and increased turnover and A series of negative problems,is not conducive to stability and long-term development,at this point,the optimization of performance appraisal system highlight particularly important.In the long-term development of Company A,sales staff are the mainstay,so it is of great significance to carry out scientific performance assessment.In this research,the automobile sales personnel of A company is taken as the research object.On the basis of consulting data,sorting and analyzing,the three positions of sales consultant,supervisor and manager are determined as the assessment objects.The performance assessment system of automobile sales personnel of A company is optimized and designed by means of performance assessment such as key performance indicators.First of all,conduct A field visit to Company A,in the form of survey interview,questionnaire,etc.,from the company’s sales personnel structure,performance appraisal and other aspects of the system analysis,grasp the existing problems;Secondly,the responsibilities of different positions in automobile sales were analyzed.On the basis of the original performance assessment indicators,combined with the survey and feedback,the key performance indicator method was adopted to optimize the performance assessment indicator system of the three positions.On this basis,the analytic hierarchy process is used to decompose the assessment indexes,construct the hierarchical model,and assign the weights.The evaluation criteria are determined by combining the assessment subjects to the assessment indicators,and the performance evaluation table is constructed.Finally,a feedback mechanism corresponding to performance appraisal should be formed to clarify the application ways of performance appraisal results,and safeguard measures should be added to ensure the smooth implementation of the performance appraisal system after optimization.This study is conducive to the scientific rationalization of A company’s sales staff performance appraisal system and the long-term stable development of the company.