Research On Optimization Of Performance Appraisal Scheme Of Sales In KNN Company

Since 2018,the government has announced that it will gradually cancel the subsidies for the purchase of new energy vehicles,and the impact of COVID-19 epidemic in 2020,new energy vehicle enterprises with a weak foundation have fallen into the industry low tide.As a result,the market competition is increased,orders are greatly reduced,profit margins are reduced and other phenomena,the operating conditions of enterprises have been seriously affected,and the life of enterprises is more difficult.Sales as an important link of enterprise management,sales work is more and more difficult,more and more important,even affected to the survival of the enterprise.At this time,how to improve the human resource management level,so as to stabilize internal management,stimulate the enthusiasm of sales staff,thereby improving the efficiency of the enterprise,but also enhancing the competitiveness of the enterprise,and ultimately driving the long-term development of the enterprise,has become the focus of the enterprise’s internal focus.As a supporting supplier of new energy vehicle enterprises,KNN Company has a certain influence in the industry,but in the face of the double blow of the current subsidy cancellation and the outbreak of the epidemic,it has to re-examine the status quo of internal management loopholes and insufficient human resources.Even though KNN Company has done a lot of work in human resource management,there are still many deficiencies in performance management.This article is based on the theoretical basis of explaining the concepts of performance and sales personnel performance,as well as the two performance appraisal methods of target management method and key performance indicator method.By taking the sales personnel of KNN company as the object,aiming at researching the current status of the implementation of the performance appraisal program,In-depth analysis of its existing problems through questionnaire survey and interview methods include: unreasonable performance appraisal indicators,incomplete performance indicators,untimely performance communication,improper use of performance appraisal results,and many other issues.Then use the goal management method to decompose KNN’s strategic goals,and then select and extract key performance indicators by using the key performance indicator method,and then research and design a set of performance appraisal optimization programs.In order to enable effective implementation of the optimized plan,considerations were made from the aspects of labor cost management and the application of the assessment results,and the optimization plan was compared before and after the optimization.In order to make sure the action of the performance appraisal plan,a series of specific measures have been proposed,such as establishing and improving the performance training system,performance evaluation and supervision mechanism,performance interview system,and performance appraisal appeal system,etc.,to ensure that the optimized plan is efficient,scientific,and efficient.Fair,fair and reasonable implementation and use,thereby improving the management level of human resources,and provides a theoretical reference for similar companies.