Research On Optimization Of Performance Management System Of W Company’s Salesperson

With the development of social economy,the market competition becomes more and more fierce,and the focus of the company’s development shifts from the initial emphasis on the market to the emphasis on management.In the process of management,the managers of the company pay special attention to talent management.As an important part of human resource management,performance management affects the company’s economic benefits,development strategy and future direction.As the backbone of the company,sales personnel need to be managed systematically and scientifically.The W company studied in this paper is a company engaged in the sale of bank credit products,and its employees are mainly salespeople.When W Company designed the performance management system for sales personnel,through investigation,this paper found that there were some problems in the performance management system and the implementation effect was not ideal.Therefore,based on the actual situation of W company’s performance management and combined with its own development,this paper optimizes the current sales personnel performance management system,which is of great significance for the company’s sales personnel performance growth,sales talent training and the realization of the company’s strategic goals.This paper firstly obtained the relevant data of performance appraisal of the sales department of W Company through field investigation and questionnaire survey,sorted out and analyzed them,and found the existing problems in performance management,including the lack of comprehensive performance planning,the lack of continuous tracking of performance implementation,unreasonable performance appraisal methods and indicators,and the performance feedback is only a form.The main reasons for these problems are:managers do not pay enough attention to the performance management of sales staff,the performance management system lacks institutional constraints,and the performance management publicity and training is not in place.In view of the problems existing in the current performance management system of W company,this paper starts from the basic process of performance management,introduces the scientific concept of performance management,combines with the development strategy and actual situation of W company,and makes optimization from four aspects: improving the performance plan,continuously tracking the performance implementation,optimizing the performance assessment methods and indicators,and strengthening the performance communication and feedback.In the stage of optimizing the scientific index system,the balanced scorecard and key performance index evaluation methods are emphasized.Among them,the balanced scorecard determines the four dimensions of financial management,customer service,internal process,learning and growth,and the key performance indicators determine the specific assessment indicators of each dimension.The analytic hierarchy process is used to set the weight of the corresponding indicators,and the performance appraisal standards and scoring methods are formulated to ensure the rationality,scientificity and operability of the performance appraisal index system.Finally,it provides safeguard measures for the optimized performance management system to ensure its smooth operation.This paper hopes that by optimizing the performance management system of W Company’s sales staff,it can improve the work enthusiasm of sales staff,improve the performance management level of W Company and promote the benign development of W Company.