I 摘要 合理科学适用的绩效考核有助于评价员工价值，提升员工能力，激发员工工作积极 性和主动性，有助于提升企业整体效率，调控内部资源，优化内部运营流程，减少各类 费用支出，降低企业产品价格，提高客户满意度，形成企业核心竞争力，开拓和巩固市 场份额，帮助企业在激烈的市场竞争中占据优势。改革开放以来，我国企业从无到有， 由小变大，获得了高速发展，企业生产规模不断扩大，管理模式也越来越科学。然而快 速的发展也带来一些问题，其中绩效考核方面的问题不容忽视。例如：没有合理科学计 划、缺乏有效沟通、指标及权重不合理、方法不适宜、反馈缺失和应用不充分等问题。 这些问题极大地制约了我国企业由大变强、走出过门、走向世界。JZD公司是当地企业 中的龙头企业，以其销售人员绩效考核问题为抓手展开研究分析，对提高该公司整体效 率，获得核心竞争优势具有重要的现实意义，同时对同类企业销售人员绩效考核优化具 有借鉴意义。 本文对国内外绩效考核相关理论研究及应用研究进行了梳理，在此基础上对于JZD 公司基本情况及销售人员绩效考核情况进行深入调查，发现JZD公司存在绩效考核内容 设置不合理、绩效考核标准设计不科学、绩效考核系统不够完善等问题；针对发现的问 题进行深入分析，可知JZD公司管理层对于绩效考核重视程度不够、企业文化落后、绩 效考核方法选择不当等；基于发现的问题和原因分析，从文化建立，绩效考核的目标、 原则、维度、指标、权重，建立JZD公司绩效考核的专门机构等方面进行优化，设计出 新的绩效考核方案；并结合JZD公司实际，从绩效考核计划和宣传、沟通和实施、反馈 和应用等多个方面提出了JZD公司销售人员优化后的绩效考核实施方案，确保绩效考核 落到实处、行之有效。 关键词:员工价值；绩效考核；JZD公司；绩效考核优化 山东理工大学硕士学位论文ABSTRACT II ABSTRACT Reasonableandscientificperformanceappraisalhelpstoevaluatethevalueofemployees, enhanceemployees'abilities,stimulateemployees'enthusiasmandinitiative,helptoimprove theoverallefficiencyoftheenterprise,regulateinternalresources,optimizeinternaloperating processes,reducevariousexpensesandreduceenterprisesProductprices,improvecustomer satisfaction,formthecompany'scorecompetitiveness,developandconsolidatemarketshare, andhelpcompaniestakeadvantageinthefiercemarketcompetition.Sincethereformand openingup,China'senterpriseshavegrownfromscratch,fromsmalltolarge,andhaveachieved rapiddevelopment.Theproductionscaleofenterpriseshascontinuedtoexpand,andthe managementmodelhasbecomemoreandmorescientific.However,rapiddevelopmenthas alsobroughtsomeproblems,amongwhichtheproblemsofperformanceevaluationcannotbe ignored.Forexample:thereisnoreasonablescientificplan,lackofeffectivecommunication, unreasonableindicatorsandweights,inappropriatemethods,lackoffeedbackandinadequate application.Theseproblemshavegreatlyrestrictedourenterprisesfromgoingbigandstrong, goingoutofthedoor,andgoingtotheworld.JZDisaleadingcompanyamonglocalenterprises. Itconductsresearchandanalysisbasedontheperformanceevaluationofitssalespersonnel.It isofgreatpracticalsignificanceforimprovingtheoverallefficiencyofthecompanyand obtainingcorecompetitiveadvantages.Italsooptimizestheperformanceevaluationofsales personnelofsimilarcompanies.Ithasreferencesignificance. Thisarticlecombstherelevanttheoreticalresearchandappliedresearchonperformance appraisalathomeandabroad.Onthisbasis,itconductsanin-depthinvestigationonthebasic situationofJZDcompanyandtheperformanceappraisalofsalesstaff.Itisfoundthatthereare unreasonableperformanceassessmentcontentsettingsandperformanceassessmentstandard designinJZDcompanyUnscientific,insufficientperformanceevaluationsystemandotherissues; in-depthanalysisoftheproblemsfound,itcanbeseenthatthemanagementofJZDcompany doesnotpayenoughattentiontoperformanceevaluation,corporatecultureisbackward,and theperformanceevaluationmethodisnotproperlyselected,etc.;basedontheanalysisofthe problemsandcausesfound,Fromtheestablishmentofculture,theobjectives,principles, dimensions,indicators,weightsofperformanceevaluation,theestablishmentofJZDcompany performanceevaluationspecialorganizationandotheraspectstooptimize,designanew performanceevaluationplan;andcombinedwiththeactualJZDcompanyperformance evaluationplanandpublicity,Communicationandimplementation,feedbackandapplication 山东理工大学硕士学位论文ABSTRACT III andmanyotheraspectshaveputforwardtheoptimizedperformanceevaluation implementationplanofJZDsalesstafftoensurethattheperformanceevaluationis implementedandeffective. Keywords:EmployeeValue;PerformanceAppraisal;JZDCompany;PerformanceEvaluation Optimization 山东理工大学硕士学位论文目录 IV 目录 摘要...................................................................................................................................I ABSTRACT...........................................................................................................................II 目录...............................................................................................................................IV 第一章绪论................................................................................................................1 1.1选题背景..............................................................................................................1 1.2研究意义..............................................................................................................1 1.3国内外研究文献综述...........................................................................................2 1.3.1国外研究现状...........................................................................................2 1.3.2国内研究现状...........................................................................................3 1.3.3研究综述...................................................................................................4 1.4研究内容和论文框架...........................................................................................5 1.5研究方法和创新点...............................................................................................6 1.5.1研究方法...................................................................................................6 1.5.2创新点......................................................................................................6 第二章绩效考核相关理论及概念...................................................................................7 2.1绩效考核相关概念...............................................................................................7 2.2绩效考核常规方法...............................................................................................8 2.2.1目标管理法...............................................................................................8 2.2.2关键绩效指标...........................................................................................9 2.2.3360度考核法...........................................................................................9 2.2.4平衡计分卡.............................................................................................10 2.3绩效考核方法评价.............................................................................................11 第三章JZD公司销售人员绩效考核现状......................................................................14 3.1JZD公司的基本概况.........................................................................................14 3.1.1JZD公司总体概况.................................................................................14 3.1.2JZD公司企业宗旨.................................................................................14 3.1.3JZD公司发展环境和发展战略..............................................................15 3.1.4JZD公司销售人员概况.........................................................................15 3.2JZD公司销售人员的绩效考核情况..................................................................17 山东理工大学硕士学位论文目录 V 3.3JZD公司销售人员绩效考核问题......................................................................18 3.3.1绩效考核内容设置不合理......................................................................18 3.3.2绩效考核标准设计不科学......................................................................18 3.3.3绩效考核系统不够完善.....................