本文選題：中聯(lián)重科股份發(fā)展有限公司 + 營銷人員�。� 參考：《湖南大學(xué)》2015年碩士論文

【摘要】：隨著經(jīng)濟全球化及企業(yè)不斷快速成長,人才成為了企業(yè)之間的核心競爭力,企業(yè)人力資源是企業(yè)重點管理工作,而人力資源中的績效考核又是人力資源管理板塊中最核心、最難開展的工作。如何科學(xué)的做好企業(yè)人力資源考核工作、最大限度的調(diào)動員工的積極性和主動性,滿足企業(yè)快速發(fā)展的需求,成為越來越多的研究者和實踐者所共同關(guān)心的課題和必然選擇。本文以關(guān)鍵業(yè)績指標績效管理理論和平衡計分卡績效管理理論為指導(dǎo),在綜合國內(nèi)外績效管理研究成果的基礎(chǔ)上,分析了機械行業(yè)發(fā)展多年的中聯(lián)重科履帶吊營銷人員的績效考核,詳細介紹了營銷人員績效考核構(gòu)建的全過程。本文共分五個部分。第一章,闡述了績效考核研究的背景和意義,對績效考核的相關(guān)理論和國內(nèi)外關(guān)于績效考核的綜述,并對績效考核的方法和工具進行了介紹;第二章,對公司營銷人員績效考核現(xiàn)狀進行了分析,并對銷售系統(tǒng)績效考核所出現(xiàn)的主要問題及存在的不足進行了闡述;第三章對公司營銷人員分別用KPI關(guān)鍵業(yè)績指標法和平衡計分法進行全面的研究,并從技術(shù)操作層面進行了詳實地闡述。第四章提出了該績效考核實施保障措施;第五章是本文的主要結(jié)論與展望。通過對中聯(lián)重科履帶吊營銷人員目前績效考核狀況的闡述和分析,總結(jié)出一套適合企業(yè)發(fā)展的營銷人員績效考核,充分調(diào)動營銷人員積極性,使公司的銷售業(yè)績快速提高。營銷人員作為企業(yè)經(jīng)濟效益的直接創(chuàng)造者和實現(xiàn)者,在企業(yè)中的地位和作用也越來越重要,本文研究的結(jié)論對其它領(lǐng)域、其他同行業(yè)的企業(yè)在修訂營銷人員現(xiàn)有的績效考核方法,構(gòu)建營銷人員績效考核體系方面具有積極的借鑒作用。
[Abstract]:With the globalization of economy and the rapid growth of enterprises, talents have become the core competitiveness among enterprises. Human resources are the key management work of enterprises, and the performance evaluation of human resources is the core of human resources management. The hardest work to carry out. How to do a good job of human resources assessment, to mobilize the enthusiasm and initiative of employees to meet the needs of rapid development of enterprises has become a common concern and inevitable choice for more and more researchers and practitioners. Based on the performance management theory of key performance indicators and the performance management theory of balanced Scorecard, this paper synthesizes the research results of performance management at home and abroad. This paper analyzes on the performance appraisal of the marketing personnel of Caterpillar crane of Zhonglian heavy duty department which has been developed for many years in the mechanical industry, and introduces the whole process of the construction of the performance appraisal of the marketing personnel in detail. This paper is divided into five parts. The first chapter, elaborated the performance appraisal research background and the significance, to the performance appraisal correlation theory and the domestic and foreign regarding the performance appraisal summary, and has carried on the introduction to the performance appraisal method and the tool; second chapter, This paper analyzes the present situation of the performance appraisal of marketing personnel in the company, and expounds the main problems and shortcomings in the performance appraisal of the sales system. In the third chapter, the author makes a comprehensive research on the key performance index method of KPI and the balanced score method for the marketing personnel of the company, and expounds it in detail from the aspect of technical operation. The fourth chapter puts forward the performance appraisal implementation safeguard measure, the fifth chapter is the main conclusion and the prospect of this article. Through the exposition and analysis of the current performance appraisal situation of the marketing personnel of the Caterpillar crane of Zhonglian heavy Branch, a set of performance appraisal of the marketing personnel suitable for the development of the enterprise is summarized, which can fully arouse the enthusiasm of the marketing personnel and make the sales performance of the company improve rapidly. As the direct creators and implementers of the enterprise economic benefits, the marketing personnel are playing an increasingly important role in the enterprise. The conclusion of this paper is more and more important to other fields. Other enterprises in the same industry have positive reference role in revising the existing performance appraisal methods of marketing personnel and constructing the performance appraisal system of marketing personnel.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.4

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