The Optimization Of TJOL Sales Staff Performance Management System

TJOL is a commercial vehicle manufacturer and sales enterprise,whose products mainly include three categories: light cargo vehicles,agricultural transport vehicles and special modified vehicles.The company insists on market orientation and implements refined management and talent strategy,which has enabled the company to develop continuously in recent years.Since 2020,its sales volume has declined significantly due to the epidemic,transportation prices,National 6 emissions and the pending "new regulations".As a result of the decline,the sales force became less enthusiastic about their work,and the employee turnover rate remained high over the past two years,which was detrimental to the company’s long-term development.The scientific and reasonable optimization of the performance management system of the existing sales staff is the key to retaining talents and promoting the long-term development of the company.How to build and optimize a reasonable sales force performance management system,so that it can better support the implementation of the company’s strategy,has become a key issue in the development of the company.In this paper,we take TJOL company’s sales staff as the research object,investigate the performance management system of the company’s sales force by using questionnaires and individual interviews,analyze the problems and causes of the existing performance management system,and formulate specific optimization plans one by one to complete the optimization design of the sales force performance management system.Firstly,the main problems of the existing performance management system were clarified,which were mainly manifested as unreasonable performance management indicators and weights,imperfect performance plan formulation,inadequate implementation and evaluation process,lack of performance feedback and improvement mechanism,inappropriate application of results,and lack of effective performance communication in the performance management process.Then,combining with the theories related to performance management system,we reshaped the performance indicators and weights of sales staff by introducing the ideas of key performance index method and hierarchical analysis method,and then completed the optimization of the performance management plan-making link by formulating performance evaluation standards,adjusting the performance evaluation cycle and clarifying the principles of performance evaluation result classification;we optimized the performance management plan-making link by forming the performance evaluation team,strengthening performance monitoring and improving the performance counseling link.Optimized the implementation and evaluation of performance management;optimized the feedback and improvement of performance management by improving the feedback interview mechanism,establishing a sound appeal mechanism,and conducting timely performance diagnosis and improvement;optimized the application of performance management system results from the perspectives of strengthening human resource management,employee performance improvement,and organizational development;optimized the application of performance management system results from the perspective of maintaining continuous and efficient communication as an important principle in the optimization of performance management system,and pay attention to it in all aspects.Finally,safeguards are proposed in terms of organization,culture and system to ensure the implementation of the optimization plan.Based on the needs of commercial vehicle sales force performance management system optimization and the actual operation of TJOL,this paper provides reference and reference for performance management in the commercial vehicle sales industry.Later,we will focus on the feedback of TJOL company’s sales force performance management from a dynamic perspective to obtain more practical research conclusions.