进入二十一世纪，中国环保产业快速发展，市场竞争日益激烈，公司要想壮大持续 发展必须使用先进的管理方法，建设健全企业内部绩效考核管理系统，有利于企业提高 利益，实现目的。YL 公司创始于 1985 年，主要从事环保节能、智慧物联、武器装备以 及森林安防等领域的产品研发、设计、生产、安装、调试、软件、后期服务等综合解决 方案，是国内最早从事环保节能产业的企业。YL 公司现行的销售人员绩效考核现状仍 然处于单一的业绩指标考核模式，开拓市场提升业绩的工作进展不顺，销售人员工作积 极性不高。为了改变这一现状，实现公司战略目标的，提高公司市场占有率，要加强公 司的内部管理及内部监督，同时还要充分调动员工的工作积极性和责任心，本文期望通 过优化设计公司现有的销售人员的绩效考核体系，完善公司的人力资源管理水平，保证 企业利润的增大以及向企业战略目标的逐步接近。 本文以 YL 公司销售人员的绩效考核情况为研究对象，采用文献研究法、问卷调查 法、访谈法相结合的研究方法，提出 YL 公司现行的销售人员绩效考核存在的问题，探 究优化方案。笔者根据 YL 公司现行的销售人员绩效管理办法，进行实际调查和分析， 力图找出问题所在，并通过现有的理论分析，合理设计优化方案，以提高销售人员绩效 考核标准的公平性、科学性和有效性。本文介绍了选题的研究背景及意义、国内外研究 现状以及主要研究内容等内容。然后对 YL 公司的绩效考核现状进行了详细的分析，在 对 YL 公司简要介绍的基础上，分析了 YL 公司销售人员绩效考核体系的现状，借助调 查问卷以及访谈法详细分析了当前 YL 公司销售人员绩效考核存在的主要问题，并就问 题产生的内部及外部原因进行进一步的分析。接着主要提出了 YL 公司销售人员绩效考 核体系的优化措施，对销售人员考核目标体系、绩效考核流程以及制度体系进行优化。 针对 YL 公司销售人员绩效考核体系优化的一系列配套措施。最后为结论，总结全文提 出不足，并展望未来。 关键词：销售人员；环保企业；绩效考核；优化方案II Abstract In the 21st century, China's environmental protection industry has developed rapidly, and market competition is becoming increasingly fierce. To grow and develop continuously, companies must use advanced management methods and build a sound internal performance evaluation management system, which is conducive to improving corporate profits and achieving their goals. YL company was founded in 1985. It is mainly engaged in product R & D, design, production, installation, commissioning, software, post-service and other comprehensive solutions in the fields of environmental protection and energy conservation, smart things, weapons and equipment, and forest security. Industrial business. YL's current sales performance evaluation status is still in a single performance index evaluation mode. The development of the market to improve performance is not progressing smoothly, and the sales staff's enthusiasm is not high. In order to change this situation, achieve the company's strategic goals, increase the company's market share, strengthen the company's internal management and internal supervision, and at the same time fully mobilize the enthusiasm and responsibility of employees, this article looks forward to the design of the company's existing The performance appraisal system of sales staff, improve the company's human resources management level, ensure the increase of corporate profits and the gradual approach to corporate strategic goals. This article takes the performance appraisal of sales personnel of YL company as the research object, and adopts a combination of literature research method, questionnaire survey method and interview method, and conducts actual investigation and analysis according to the current sales personnel performance management method of YL company to try to find out The problem lies in the rational analysis of the existing theoretical analysis and the design of an optimization plan to improve the fairness, scientificity and effectiveness of the performance appraisal standards for sales staff. Firstly, the research background and significance of the topic selection, the current status of research at home and abroad, and the main research contents are introduced. The second part analyzes the performance evaluation status of YL company in detail. Based on the brief introduction of YL company, it analyzes the status of the performance evaluation system of sales staff of YL company, and analyzes the current YL company in detail with the help of questionnaires and interview methods. The main problems existing in the performance appraisal of sales personnel, and further analysis of the internal and external causes of the problems. The third part mainly puts forward the optimization measures of the performance appraisal system of the sales staff of YL Company,III and optimizes the sales staff appraisal target system, performance appraisal process and system system. The fourth part is a series of supporting measures aimed at optimizing the performance appraisal system of sales personnel of YL Company. The fifth part is the conclusion, summarizes the shortcomings of the full text, and looks forward to the future. Keywords: Sales staff; Performance appraisal; Optimization schemeIV 目 录 摘要...........................................................................................................................................I Abstract ..................................................................................................................................... II 第一章 绪论..............................................................................................................................1 1.1 选题背景及意义 ............................................................................................................. 1 1.1.1 选题背景................................................................................................................... 1 1.1.2 选题意义................................................................................................................... 2 1.2 绩效考核理论综述 ......................................................................................................... 3 1.2.1 绩效考核的含义....................................................................................................... 3 1.2.2 绩效考核实施的流程............................................................................................... 4 1.2.3 绩效考核体系优化设计的基本原则....................................................................... 4 1.2.4 绩效考核体系优化设计的目标............................................................................... 5 1.3 国内外研究现状 ............................................................................................................. 6 1.3.1 国外绩效考核体系研究现状................................................................................... 6 1.3.2 国内绩效考核体系研究现状................................................................................... 7 1.4 主要研究内容及方法 ..................................................................................................... 7 第二章 YL 公司的绩效考核现状分析....................................................................................9 2.1 YL 公司概要 .................................................................................................................... 9 2.2 YL 公司销售人员绩效考核体系的现状 ...................................................................... 11 2.3 YL 公司销售人员问卷及访谈调查 .............................................................................. 13 2.3.1 管理人员访谈分析................................................................................................. 13 2.3.2 销售人员问卷调查分析......................................................................................... 14 2.4 YL 公司销售人员绩效考核存在的主要问题 .............................................................. 16 2.4.1 考核目的单一，考核结果存在误差..................................................................... 16 2.4.2 考核方法单一，合作协商缺失............................................................................. 16 2.4.3 考核指标设置不合理...........................................................