發(fā)布時(shí)間：2018-01-11 22:05

  本文關(guān)鍵詞：戰(zhàn)略導(dǎo)向的美邦銷售人員績(jī)效考評(píng)指標(biāo)體系構(gòu)建與評(píng)價(jià)　出處：《哈爾濱理工大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 績(jī)效考評(píng) 指標(biāo)體系 層次分析法 模糊綜合評(píng)價(jià)

【摘要】：在市場(chǎng)競(jìng)爭(zhēng)異常激烈的今天，銷售已成為以經(jīng)營(yíng)服裝為主的美邦公司的一項(xiàng)重要的工作，銷售工作做得好與壞，直接決定著該組織的生存與發(fā)展。而對(duì)銷售人員進(jìn)行全面、系統(tǒng)和科學(xué)的績(jī)效考評(píng)，，又是調(diào)動(dòng)銷售人員工作積極性和創(chuàng)造性，做好企業(yè)銷售工作的關(guān)鍵環(huán)節(jié)。因此，構(gòu)建具有戰(zhàn)略導(dǎo)向的和較強(qiáng)針對(duì)性的美邦銷售人員績(jī)效考評(píng)指標(biāo)體系及其綜合評(píng)價(jià)體系，對(duì)解決銷售人員績(jī)效考評(píng)中存在的問題，提高美邦公司市場(chǎng)品牌價(jià)值和經(jīng)濟(jì)效益，實(shí)現(xiàn)公司長(zhǎng)遠(yuǎn)發(fā)展的戰(zhàn)略目標(biāo)，滿足消費(fèi)者不斷增長(zhǎng)的審美需求，提高國(guó)民素質(zhì)，促進(jìn)國(guó)民經(jīng)濟(jì)發(fā)展，具有重要的現(xiàn)實(shí)意義。 本文首先對(duì)績(jī)效考評(píng)指標(biāo)體系、績(jī)效考評(píng)方法的國(guó)內(nèi)外研究現(xiàn)狀進(jìn)行了綜述；其次介紹了美特斯·邦威集團(tuán)銷售管理的概況，分析了美特斯·邦威集團(tuán)績(jī)效考評(píng)體系存在的問題及其成因，并闡釋了美特斯·邦威對(duì)銷售人員進(jìn)行績(jī)效評(píng)價(jià)在戰(zhàn)略層面、經(jīng)營(yíng)層面以及個(gè)人層面的重要性；第三，在分析美特斯·邦威集團(tuán)戰(zhàn)略目標(biāo)、績(jī)效考評(píng)指標(biāo)體系設(shè)計(jì)的目標(biāo)和原則以及銷售人員工作特征的基礎(chǔ)上，形成了美特斯·邦威集團(tuán)銷售人員的績(jī)效考評(píng)初選指標(biāo)體系，并運(yùn)用層次分析法對(duì)初選指標(biāo)體系篩選，最終構(gòu)建了戰(zhàn)略導(dǎo)向的美特斯·邦威集團(tuán)銷售人員績(jī)效考評(píng)指標(biāo)體系，并運(yùn)用歸一化的方法確定了其權(quán)重體系；第四，對(duì)美特斯·邦威銷售人員的績(jī)效考評(píng)進(jìn)行綜合評(píng)價(jià)，在分析不同模糊算子的優(yōu)缺點(diǎn)及適用性的基礎(chǔ)上，結(jié)合美特斯·邦威銷售人員績(jī)效考評(píng)指標(biāo)體系的特點(diǎn)，選擇了加權(quán)平均型算子作為美特斯·邦威銷售人員績(jī)效考評(píng)的模糊算子，并介紹了運(yùn)用模糊綜合評(píng)價(jià)進(jìn)行績(jī)效考評(píng)的基本步驟，最后對(duì)設(shè)計(jì)模糊綜合評(píng)價(jià)指標(biāo)體系所要注意的問題進(jìn)行了闡述。
[Abstract]:In the fierce market competition today, marketing has become an important work of apparel business mainly to American companies, sales work done is good or bad, directly determines the survival and development of the organization. While the comprehensive of the sales staff, and scientific performance appraisal system, and mobilize the sales staff to work actively and creative, key to good corporate sales. Therefore, to build a strategic oriented and strong in the Smith Barney sales staff performance evaluation index system of comprehensive evaluation system, to solve the sales staff performance appraisal problems, improve the market of Smith Barney brand value and economic benefits, to achieve the strategic objectives of long-term development of the company, to meet the aesthetic needs of consumers growing, improving national quality, promoting the development of the national economy, has important practical significance.
Based on the performance evaluation index system at home and abroad, summarized the research situation of performance appraisal methods; secondly introduces the general situation of Metersbonwe Group sales management, analyzes the existing Metersbonwe Group performance appraisal system problems and causes, and expounds Mertes Bonwe on the sales staff performance evaluation at the strategic level, management level and the importance of the individual level; third, in the analysis of Metersbonwe Group strategic objectives, basic performance evaluation index system design objectives and principles and characteristics of the sales staff, the formation of Metersbonwe Group sales staff performance evaluation index system, and uses AHP to screen the primary index system, set up strategy guide the Metersbonwe Group sales staff performance evaluation index system, and use the normalized. The method to determine the weight system; fourth, the comprehensive evaluation of Metersbonwe sales staff performance appraisal, based on the analysis of advantages and disadvantages of different fuzzy operators and applicability, combined with the characteristics of Metersbonwe sales staff performance evaluation index system, choose the weighted average operator as fuzzy operator Metersbonwe sales staff the performance evaluation, and introduces the basic steps of using the fuzzy comprehensive evaluation of performance evaluation, expounds the design of fuzzy comprehensive evaluation index system should pay attention to the problem.

【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F426.86;F272.92

【共引文獻(xiàn)】

相關(guān)期刊論文 前2條

1 張鈺興;;淺談管理會(huì)計(jì)中的業(yè)績(jī)?cè)u(píng)價(jià)[J];商場(chǎng)現(xiàn)代化;2010年31期

2 崔晨;;芻議企業(yè)業(yè)績(jī)?cè)u(píng)價(jià)體系——以中遠(yuǎn)物流為例[J];商;2013年17期

本文編號(hào)：1411406