摘要
ZH公司是一家在 20世纪 80年代中期国有军工企业，面临着军品任务陡然
下降的形势，其在市场中的发展变得越发困难，只能“保军转民”，把业务的重
心放在民品生产电梯这一领域当中。目前由于公司迅速膨胀、市场扩大，公司销
售人员的水平已无法满足公司需求，需要通过改善绩效评价体系来激活销售人员
的开拓市场的能力从而满足公司的战略目标。
此次课题将 ZH公司销售人员的绩效管理体系当作主要研究内容，详细论述
了绩效管理的相关理论，参照了中外的研究现状，并详细比较了不同绩效管理工
具的主要特征，为以后开展的研究提供了基础。经过对 ZH公司的调研，笔者得
出了 ZH公司销售人员绩效管理体系中主要的不足，同时利用现有的知识体系对
其进行了优化研究，希望能对ZH公司销售人员的绩效管理体系的改善有所帮助，
激发销售人员的能力与工作积极性。
首先，本文通过问卷调查和实地访问的方式采取了 ZH公司的基础信息，分
析了 ZH公司销售人员绩效管理的现状以及出现的问题。察觉出当前的问题主要
是绩效目标与企业战略目标不一致、考核内容单一、员工重视程度不够等。其次，
在 ZH公司现有的绩效管理的前提下，采用了平衡计分卡等工具对 ZH公司销售
人员的绩效管理体系实施了相应的改进分析。并且，运用了权值因子判断表法赋
予了不同指标的权重。最后，为确保改进后的绩效管理体系能够得以顺利落实，
本篇论文还给出了相应的保障方案。
此次课题的主要目的是依据 ZH公司的具体运行状况，经过对 ZH公司当前
销售人员绩效管理体系研究分析，完善现阶段公司在管理时的不足，为 ZH公司
提升它的绩效管理质量做出可实施的参考方案，提升员工积极性，从而实现企业
和员工双赢的局面。
最后，本篇论文是对 ZH公司销售人员的绩效管理体系采取实际的访谈调查
分析，整个研究较为完整、科学，对其余类似企业也有着相应的参照意义，实践
价值也较高。
关键词：销售人员；绩效管理；优化设计
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ABSTRACT
ZH Company, a state-owned military enterprise in the mid-1980s, is faced with
the sudden decline of military tasks, and its development in the market becomes more
and more difficult, so it can only "protect the army for civilian use" and focus its
business on the field of elevators for civilian production. At present, due to the rapid
expansion of the company and the expansion of the market, the level of the company's
sales staff can no longer meet the company's needs. It is necessary to improve the
performance evaluation system to activate the sales staff's ability to open up the
market so as to meet the company's strategic objectives.
This topic takes the performance management system of ZH Company's
salespeople as the main research content, discusses the related theories of
performance management in detail, refers to the research status at home and abroad,
and compares the main characteristics of different performance management tools in
detail, which provides a basis for future research. Through the investigation of ZH
Company, the author finds out the main deficiencies in the performance management
system of sales staff in ZH Company, and optimizes it by using the existing
knowledge system, hoping to help improve the performance management system of
sales staff in ZH Company and stimulate the ability and work enthusiasm of sales
staff.
First of all, this paper adopts the basic information of ZH Company by means of
questionnaire survey and field visit, and analyzes the present situation and problems
of performance management of salespeople in ZH Company. At present, the main
problems are that the performance objectives are inconsistent with the strategic
objectives of the enterprise, the assessment content is single, and the employees pay
insufficient attention to it. Secondly, on the premise of the existing performance
management of ZH Company, the Balanced Scorecard and other tools are used to
improve the performance management system of sales staff of ZH Company.
Moreover, the weight factor judgment table method is used to give weights to
different indexes. Finally, in order to ensure the smooth implementation of the
improved performance management system, this paper also gives the corresponding
guarantee scheme.
The main purpose of this project is to improve the management deficiencies of
ZH Company at the present stage by studying and analyzing the current sales
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performance management system of ZH Company, to make an implementable
reference scheme for ZH Company to improve its performance management quality,
and to enhance the enthusiasm of employees, so as to achieve a win-win situation for
both enterprises and employees.
Finally, this paper is a practical interview investigation and analysis of the
performance management system of ZH Company. The whole research is relatively
complete and scientific, and has corresponding reference significance for other
Key Words: Sales Staff; performance management; optimization design
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