医药行业是世界贸易增长速度最快的产业之一,医药行业和药品质量亦越

来越受到政府的重视,它直接关系到人民生命健康和人民生活水平的高低。TJ

医药公司是我省唯一一家由国家级执业药师创办的专业型连锁药房。该企业虽

然也有绩效考核制度,但是随着企业的发展,其考核体系己落伍,原有的考核

方法简单,过于重视市场占有率和市场扩张速度,考核指标单一,只侧重财务

指标,缺乏对客户类和内部管理类指标及长期能力建设的关注,考核结果仅仅

用于追加绩效工资额度(即额外的奖金),基本上有奖无罚,而与员工和组织的

战略实现和绩效改进相脱节。为了在激烈的市场竞争中,企业能做大做强,深^

入企业内部各部门、门店走访谪查,把企业绩效考核中存在的问题提炼出来,

运用平衡计分卡(BSC)理论和关键绩效指标(KPI)理论等先进绩效考核方法,对

该公司绩效考核体系进行了优化设计,建立了一套科学、实用、高效的绩效考

核方案。新绩效考核指标体系的核心是从战略出发、自上至下、层层分解、形

成体系,构建了三层级,包括员工绩效、部门绩效和组织绩效。为了顺利实施

新绩效考核体系,配备了一套保障体制,以确保绩效管理体系有效实施。建立

新绩效考核体系的目的是将企业的战略发展目标与员工的职业生涯规划紧密

联系起来,满足员工个人发展的需要,充分调动员工的主观能动性和创造性,

从而增强企业凝聚力和提高企业的核心竞争力,实现企业战略目标,这对树立

企业健康品牌形象也具有十分重要的现实意义。

关键词:TJ医药零售绩效考核优化研究

Pharmaceutical industry is one of the fastest growth rate industries in the

world trade, the pharmaceutical industry directly related to the quality of people's

lives and health. Moreover the pharmaceutical industry and medicine are more and

more attention by the government.

TJ Pharmaceutical Chain Group is the only one professional pharmacy chain

in our province, founded by the National Licensed Pharmacist. It has a series of

older performance appraisal system, but its assessment system is outdated and no

longer suited to the development needs of the company.

The objective reality is: The original assessment method is simple and the

assessment indicators are too short; It's only focus on financial indicators,but

lack of customer classes,categories of indicators of internal management and

long-term capacity-building attention; The result of performance appraisal is just a

reference for additional pay as performance credits (extra bonus); There are

basically reward but no punishment; It's out of touch with the staff and the

organization's performance improvement and strategy to achieve.

In order to change the company into bigger and stronger in the fierce market

competition, we entered deep into departments and stores of the company and

make deep interviews and investigations. We refined more problems in the

performance appraisal of the company. Using the Balanced Scorecard (BSC)

theory and key performance indicators (KPI) and other advanced performance

appraisal method, we optimized the design of the company's performance appraisal

system and established a set of scientific, practical and efficient performance

appraisal program.

The core of the new performance appraisal system is departure from the

strategic down to every level,from top to bottom,to form an effective system. We

build a three-level system, including organizational performance, department

performance and employee performance.

In order to easy implement the new performance appraisal system, we

equipped with a set of safeguard System to ensure the effective of the performance

management system.

The purpose of the establishment of a new performance appraisal system is:

First, it can enhance the competitiveness of enterprises, and achieve the

company strategic objectives.

it