本文選題：績效 + 績效管理　； 參考：《太原理工大學(xué)》2015年碩士論文

【摘要】：在我國國民經(jīng)濟(jì)高速發(fā)展的優(yōu)勢背景下,我國醫(yī)藥行業(yè)成長為國民經(jīng)濟(jì)中發(fā)展最快,成長最好的產(chǎn)業(yè)之一。并且,醫(yī)藥行業(yè)也越來越受到政府的重視,它直接關(guān)系到人民身體的健康和生活水平的高低。山西弘立藥業(yè)有限公司作為一個醫(yī)藥行業(yè)中的中小型企業(yè),成立時(shí)間短、規(guī)模小,與知名醫(yī)藥企業(yè)相比,公司的整體競爭力水平仍然處于低下水平,根本原因主要是公司體制弊端和內(nèi)部績效管理水平落后以及運(yùn)營效率不高。公司針對各類醫(yī)藥有關(guān)產(chǎn)品均以人員推銷為主,故山西弘立藥業(yè)有限公司必須做好公司營銷人員的績效管理和績效考核,才可最快的提高企業(yè)的市場份額,提高企業(yè)的核心競爭力以及利潤空間。本文圍繞營銷人員展開,首先介紹了績效定義、績效考核管理方式相關(guān)理論,其次根據(jù)實(shí)際情況指出企業(yè)的績效考核制定和應(yīng)用問題,包括營銷人員的績效考核問題,明確目前應(yīng)用在營銷人員身上的考核機(jī)制的不足之處。為改善這一情況,本人采用科學(xué)方法為依據(jù)對公司營銷人員績效考核指標(biāo)體系,從目標(biāo)、內(nèi)容、方法、流程等方面入手,結(jié)合實(shí)際情況針對性的調(diào)整和改善,從而促進(jìn)績效考核體系朝著良好的方向建立,使其具備科學(xué)實(shí)用性。在調(diào)整和改善績效管理體系的同時(shí),提出相應(yīng)的保障措施和對該體系實(shí)施后做出了預(yù)測。本文的目的旨在結(jié)合理論,對企業(yè)進(jìn)行深度的研究分析來提高山西弘立藥業(yè)有限公司營銷人員績效考核機(jī)制的嚴(yán)謹(jǐn)性和可執(zhí)行性。該公司目前正在關(guān)鍵的發(fā)展期,只有助其優(yōu)化績效管理體系,在績效管理運(yùn)行的過程中,一方面提高管理人員的組織管理能力,另一方面達(dá)到提高營銷員工技能的目的,最終在人員和管理的兩個方面來提高企業(yè)的核心競爭力,在競爭激烈的市場中站穩(wěn)腳跟并實(shí)現(xiàn)戰(zhàn)略目標(biāo)。
[Abstract]:With the rapid development of our national economy, the pharmaceutical industry has become one of the fastest-growing and best-growing industries in the national economy. Moreover, the pharmaceutical industry is paid more and more attention by the government, which is directly related to the health and living standard of the people. As a small and medium-sized enterprise in the pharmaceutical industry, Shanxi Hongli Pharmaceutical Co., Ltd. was established in a short time and on a small scale. Compared with well-known pharmaceutical enterprises, the overall competitiveness of the company is still at a low level. The main reasons are the malpractice of the company system, the backward level of internal performance management and the low efficiency of operation. The company aims at all kinds of medicine-related products mainly by personnel sales, so Shanxi Hongli Pharmaceutical Co., Ltd. must do a good job of performance management and performance appraisal of its marketing personnel, in order to increase the market share of enterprises as soon as possible. Improve the core competitiveness of enterprises and profit space. This paper focuses on marketing personnel, first introduces the definition of performance, performance appraisal management theory, then according to the actual situation pointed out the establishment and application of enterprise performance appraisal, including the performance appraisal of marketing personnel, Clear the current application in marketing personnel assessment mechanism deficiencies. In order to improve this situation, I adopt scientific method as the basis of the company marketing personnel performance evaluation index system, from the objectives, content, methods, processes and other aspects, combined with the actual situation of targeted adjustment and improvement, In order to promote the establishment of performance appraisal system towards a good direction, make it scientific and practical. While adjusting and improving the performance management system, this paper puts forward the corresponding safeguard measures and forecasts the implementation of the system. The purpose of this paper is to improve the rigor and enforceability of the performance appraisal mechanism of marketing personnel of Shanxi Hongli Pharmaceutical Co., Ltd. At present, the company is in a critical period of development. It can only help it to optimize its performance management system. In the process of performance management, on the one hand, it can improve the organizational management ability of managers, on the other hand, it can achieve the purpose of improving the skills of marketing staff. Finally, it improves the core competitiveness of the enterprise in two aspects of personnel and management, stands firm in the competitive market and realizes the strategic goal.
【學(xué)位授予單位】：太原理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.72

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