Research On The Optimization Of Salesman Performance Appraisal Scheme Of Lanzhou Branch Of Jiu Qiang Biotech

With the rapid development of Chinese economy,competition among enterprises has shown a trend of intense competition.The competition for talents has become a decisive factor in the operation and development of enterprises in the era of knowledge economy.Only by doing a good job in human resource management can we enhance the core competitiveness of enterprises and reflect their core competitive advantages.In recent years,the importance of medical standards at the national level has become increasingly prominent,especially in the global context due to the impact of the epidemic.Medical reagent products such as nucleic acid testing reagents are extremely scarce,and the uneven quality and prices of products from major manufacturers have caused strong reactions from domestic and foreign consumers towards medical reagent products.As a result,consumers are more concerned about their own health and medical reagent products than before.Especially in medical reagent sales enterprises,the sales department,as the end of product output,is the main profit department of the enterprise.The management level of the sales department and the ability and quality of salespeople always affect the core competitiveness of the medical reagent sales industry,directly determining the economic benefits and long-term development of the enterprise.Jiu Qiang Biotechnology Lanzhou Branch is a sales subsidiary established by Jiu Qiang Biotechnology Co.,Ltd.,mainly selling medical biological reagents to the five northwest provinces.Its products have always held a leading market share in the industry in Gansu,Qinghai,and Ningxia.The company attaches great importance to the introduction and cultivation of talents.In order to improve management level and enterprise competitiveness,a preliminary sales performance evaluation plan has been formulated.However,after the implementation of the plan,it was found that department salespeople still lack competitiveness and work enthusiasm,which seriously affects the vigorous development of the department and enterprise.This article takes salespeople from the Lanzhou branch of the Jiu Qiang Biotech as the research object,specifically referring to all sales employees except for the sales department manager.On the basis of sorting out the company’s performance appraisal system and basic theories of performance appraisal,a description of the company’s salesperson performance appraisal plan was conducted through research methods such as questionnaire surveys and interviews.It was reflected that the existing performance appraisal plan had problems such as unscientific establishment of appraisal indicators,lack of evaluation process links,reasonable appraisal methods,and lack of incentive in the application of appraisal results.The reasons were attributed to the lack of performance appraisal awareness among the management The cultural orientation of performance evaluation is not prominent,the performance evaluation ignores the needs of salespeople,and the professional level of performance evaluation personnel is not high.Based on this,combined with the sales business development strategy of the Lanzhou branch of the Jiu Qiang Biotech,in accordance with the re determination of assessment indicators and weights,improvement of assessment processes,determination of assessment cycles,optimization of performance communication feedback and application of assessment results,relevant guarantee measures for optimizing the assessment plan are proposed,and the current performance assessment plan is targeted and optimized.The research conclusion of this article provides reference and guidance for the performance evaluation of salespeople in the Lanzhou branch of Jiu Qiang Biotech,and provides some reference for other companies in the same industry to develop employee performance evaluation plans.