發(fā)布時間：2018-05-10 10:13

  本文選題：績效考核 + 醫(yī)藥銷售人員管理　； 參考：《云南大學》2014年碩士論文

【摘要】：隨著經(jīng)濟的大發(fā)展和信息時代的到來,在全球化競爭的今天,人力資源管理被越來越多的企業(yè)認定為企業(yè)管理的第一要素,作為其核心的績效管理也逐漸被企業(yè)重視起來。企業(yè)要不斷提高自己的適應(yīng)能力和管理方法,提升績效,從而獲得足夠的競爭力�？冃Э己耸强冃Ч芾碇械暮诵墓ぞ�,是企業(yè)實現(xiàn)戰(zhàn)略目標的有效控制手段和管理工具。 中國的醫(yī)藥企業(yè)在國際上一直處于弱勢地位,大部份還處于原始積累階段,有些企業(yè)的領(lǐng)導(dǎo)人只片面追求銷售額,忽視了員工目標與企業(yè)戰(zhàn)略目標的融合。沒有推行科學的績效管理,導(dǎo)致企業(yè)出現(xiàn)考核無根據(jù),員工無歸屬感,公司戰(zhàn)略偏離等種種問題。好在越來越多的管理者已經(jīng)意識到績效管理對于組織的成功起著至關(guān)重要的作用。本文通過對KBN公司的銷售績效考核體系進行剖析,分析績效考核在KBN銷售管理中的運用模式,針對醫(yī)藥銷售領(lǐng)域,研究了績效考核是如何幫助企業(yè)實現(xiàn)銷售管理戰(zhàn)略目標的,從而便于同類型企業(yè)的銷售績效考核體系進行參考和借鑒。 本文在第一章主要闡述了課題研究的背景和目的意義、研究內(nèi)容及研究方法。第二章簡要介紹了績效考核的概念,目前常用的績效考核理論及方法、工具進行介紹,并分析各種績效考核方法的適用性及優(yōu)缺點。第三章主要對醫(yī)藥行業(yè)、銷售業(yè)務(wù)人員的工作內(nèi)容進行分析,找出該行業(yè)銷售人員管理的問題所在。第四章介紹了KBN的情況以及KBN目前銷售人員績效考核的具體實施辦法,分析了相關(guān)指標體系,研究了績效考核在銷售管理體系中的作用。最后一章給出了研究的結(jié)論。 本文在設(shè)計過程中,實際調(diào)查了KBN目前銷售人員績效考核的具體實施辦法,采用大量數(shù)據(jù)及表格詳細介紹了所研究公司的銷售人員績效管理運作模式,采用理論研究與實證研究相結(jié)合的辦法以及對相關(guān)考核指標的分析,從銷售管理的角度來看,研究了績效考核在銷售管理體系中的作用。希望本文的研究結(jié)果能為醫(yī)藥企業(yè)的銷售績效管理發(fā)展做出貢獻。
[Abstract]:With the development of economy and the arrival of information age, human resource management is regarded as the first element of enterprise management by more and more enterprises, and the performance management, which is the core of human resource management, is gradually attached importance to by enterprises. Enterprises should constantly improve their adaptability and management methods, improve performance, so as to obtain sufficient competitiveness. Performance appraisal is the core tool in performance management, and it is an effective control and management tool for enterprises to achieve strategic objectives. Chinese pharmaceutical enterprises have always been in a weak position in the world, and most of them are still in the primitive accumulation stage. Some leaders only pursue sales one-sidedly, ignoring the integration of employee goals and strategic objectives of enterprises. The lack of scientific performance management has led to many problems, such as evaluation without basis, employees without sense of belonging, company strategy deviation and so on. Fortunately, more and more managers have realized that performance management plays an important role in the success of the organization. This paper analyzes the sales performance appraisal system of KBN Company, analyzes the application mode of performance appraisal in KBN sales management, and studies how performance appraisal can help enterprises achieve the strategic goal of sales management in the field of pharmaceutical sales. Therefore, it is convenient for the sales performance appraisal system of the same type enterprises to carry on the reference and the reference. In the first chapter, the background, purpose, content and method of the research are described. The second chapter briefly introduces the concept of performance appraisal, the commonly used theory and method of performance appraisal, tools, and analyzes the applicability, advantages and disadvantages of various performance appraisal methods. The third chapter mainly analyzes the work content of the medical industry and sales staff, and finds out the problem of the management of the sales personnel in this industry. The fourth chapter introduces the situation of KBN and the specific implementation methods of KBN performance appraisal, analyzes the related index system, and studies the role of performance appraisal in the sales management system. The last chapter gives the conclusion of the research. In the process of design, this paper investigates the actual implementation methods of KBN's current performance appraisal of sales personnel, and introduces in detail the operating mode of the performance management of sales personnel in the research company by using a large number of data and tables. By combining theoretical research with empirical research and the analysis of relevant evaluation indicators, the paper studies the role of performance appraisal in sales management system from the point of view of sales management. It is hoped that the results of this paper will contribute to the development of sales performance management in pharmaceutical enterprises.
【學位授予單位】：云南大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F416.72;F274

【參考文獻】

相關(guān)期刊論文 前7條

1 李娟;;A企業(yè)績效考核對策研究[J];東方企業(yè)文化;2012年09期

2 李紅衛(wèi),徐時紅;績效考核的方法及關(guān)鍵績效指標的確定[J];經(jīng)濟師;2002年05期

3 孫慶國;目標管理與績效考評[J];遼寧行政學院學報;2001年06期

4 周渠諾;何坪;殷麗霞;吳建華;陳祖禹;;重慶市基本藥物和績效考核制度的實施現(xiàn)況調(diào)查[J];中國全科醫(yī)學;2012年10期

5 劉幫成,唐寧玉;對團隊績效考核體系的戰(zhàn)略性思考[J];上海管理科學;2003年03期

6 陳波;;我國企業(yè)實施戰(zhàn)略型績效管理的必要性與可行性分析[J];現(xiàn)代商業(yè);2008年17期

7 趙曙明,吳慈生;中國企業(yè)集團人力資源管理現(xiàn)狀調(diào)查研究(二)——人力資源培訓(xùn)與開發(fā)、績效考核體系分析[J];中國人力資源開發(fā);2003年03期

，

本文編號：1868899