Business Performance Appraisal Program
In order to ensure the smooth running of things or work, it is often necessary to prepare a program in advance, which refers to a plan of action for a certain action type of instrument. Write the program need to pay attention to what format? The following is my compilation of business performance appraisal program, welcome to learn and reference, I hope to help you.
Business performance appraisal program 1
In today's market economy, performance management is an important tool and means of human resource management in modern enterprises. The following is the insurance business performance appraisal program, welcome to read.
With the arrival of the knowledge economy era, with the continuous development of science and technology and social progress, networking, informationization, knowledge and global integration has gradually become an inevitable trend of development. Human resources have become an important factor in the realization of the core strategic objectives of enterprises. Nowadays, the strategic management of human resources management in enterprise management is becoming more and more important, it is a multi-level, multi-angle complex integrated management system, is the acquisition of human resources, distribution, incentives, development and utilization and control of an organic system for improvement.
First, the meaning of performance management
Performance management, refers to the process of collecting, analyzing, evaluating and transmitting information about the performance of a person's work behavior and results of work in his or her job, is the process of managers and employees at all levels in order to achieve the organization's goals *** with the participation of the performance plan development, performance counseling communication, performance appraisal and evaluation, performance results. In order to achieve organizational goals, managers and employees at all levels are involved in the process of performance planning, performance counseling and communication, performance appraisal and evaluation, application of performance results, and the continuous cycle of performance goal improvement. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.
Taikang Life Insurance Company
Taikang Life Insurance Company Limited is a nationwide, joint-stock life insurance company approved by the People's Bank of China on August 22, 1996, with its headquarter in Fuxingmen, Beijing. At present, Taikang Life **** has 20 shareholders, of which the Chinese shareholders include Sinotrans Group Company Limited, China Guardian International Auction Company Limited, CITIC Huadong (Group) Company Limited and other large and medium-sized domestic enterprises. Foreign shareholders include famous international financial enterprises such as Swiss Fontainebleau Life Insurance Company and New Deal TEDA Investment Company Limited.
Third, Taikang Life Insurance performance management problems
1. Performance management purpose is not clear enough. Most managers of Taikang Life Insurance Company only use performance management as a tool to control and restrain employees, or see it as a basis for providing bonus distribution. In addition, the managers of Taikang Life generally believe that as long as the employees do not violate the rules and regulations of the company, they can get the corresponding bonuses in their jobs, and it is obvious that this kind of management is in vain. Before the development of the purpose of performance management, managers of Taikang Life Insurance Company seldom put the focus of performance management on perfecting the corporate communication mechanism, stimulating the potential of employees to work, and improving the company's operating level, so that the formation of the phenomenon of appraisal for the sake of appraisal.
2. Performance management is disconnected from strategic goals. Taikang Life Insurance Company to implement human resources performance management, although there is a certain corporate strategic objectives, but not practical, so the strategic objectives of the enterprise has not been broken down to all employees, because once the layers of decomposition will appear uneven distribution of tasks inappropriate phenomenon, resulting in the employees are busy with the work at hand, can not be very good with the combination of corporate strategic objectives, and even more can not be for the implementation of the strategic objectives to plan for the phenomenon of deviation from the strategic objectives of the enterprise is also the phenomenon of the deviation from the strategic objectives of the company, and also the phenomenon of the deviation from the strategic goals. It is not surprising that the phenomenon of deviation from the strategic objectives of the enterprise. Although Taikang Life has a strategic goal, but the various departments and positions of the work of the duties did not completely decompose the strategic objectives of the enterprise duties.
3. The performance management responsibilities of managers at all levels are not clear. Due to the uneven quality of the work of the personnel of Taikang Life Insurance Company, resulting in the practice of performance management in the evaluation of the work of the problems highlighted: managers at all levels of performance management responsibilities are not clear, can not grasp the focus, can not comprehensively, accurately and objectively grasp the relevant situation; some of the responsibility is not strong, in order to facilitate the management of some of the process to belittle some of the links or ignore them; more importantly, in the In the process of appraisal, some think that the appointment of cadres is already internalized within Taikang Life Insurance Company, and the appraisal is just a simple procedure and official business, thus the attitude is not active and the appraisal is not in-depth. And in the process of performance management, managers at all levels are too decentralized, the relevant responsibility agreement is not clear, the lack of corresponding binding mechanism.
4. Employee performance appraisal indexes are set unreasonably. In Taikang life insurance company assessment index setting, due to the lack of theoretical exploration and practical experience, the lack of scientific performance index system, resulting in the index setting is not reasonable, mainly manifested in the following: Taikang life insurance company in the setting of the performance index is more backward, only includes the team premium income, the rate of premiums receivable, the team of the number of new employees, the team of the number of people to break the zero and so on a few types of traditional indexes, a lot of special important assessment A lot of particularly important assessment indicators are not reflected in the company's performance appraisal index system, such as the degree of customer loyalty, renewal premium retention rate, operator skills, staff motivation and flexibility, and other non-business indicators have not been added to the index system, but only the task performance of the ordinary performance indicators as a measurement standard.
5. The company's performance appraisal results for employees are inaccurate. In the performance appraisal process of Taikang Life Insurance Company, the results are not visible due to the fact that it is difficult to quantify the work of some employees, such as work attitude, collaborative relationship, and enterprise, or the work content does not match the results, making it difficult for managers to make an accurate evaluation of the results of their work efficiency and achievements. In addition, each employee of Taikang Life Insurance Company has his own office space, managers at all levels can not always observe the work of each employee, it is easy to do the phenomenon of formal work, the assessment cycle is not certain, the assessment method is not flexible, it is also easy to produce the assessment results are not accurate phenomenon.
Four, Taikang Life Insurance Company performance management optimization countermeasures
1. Actively promote the update of the performance concept. Systematic performance management should emphasize the market value orientation of performance management and improve the previous key index system, which requires the creation of Taikang Life Insurance Company's performance culture atmosphere and strengthening the employees' performance awareness. Every employee of Taikang Life Insurance Company should understand his or her duties. It is best to often ask our managers to demonstrate, recognizing that performance management is not just a performance appraisal, but also a continuous closed loop management process, in order to drive the whole staff performance awareness.
2. Define the strategic goals of the company. For Taikang Life Insurance Company's strategic objectives, is a goal and the actual process of continuous grinding between the constant adjustment, often through the following stages: first from the absence of a clear Taikang Life Insurance Company's strategic objectives, to the SWOT analysis to develop the enterprise's 'core strategic objectives, and then to the senior leadership of the enterprise level by level downward transmission of the enterprise's strategic objectives. Through to the new performance management program to achieve the above process, faster introduction, while reducing the goal of the information bias transmission process, to help companies to achieve its strategic goals.
3. Build a scientific performance management system. Performance management is a matter for all employees of the company, from senior leaders to grassroots employees, it is a major reform of the enterprise. Taikang Life Insurance Company senior managers must stand at the forefront of the enterprise, give the Human Resources Department maximum support and the fullest authority, and actively participate in the reform of the action, the full support of senior managers can not only play a catalytic role in the assessment, but also allow the departments and employees can see this concern and support, follow the practice up, **** with the reform of the big thing to do, until it reaches the goal. The goal.
4. Improve the performance appraisal index system. Through the analysis and research of performance management theory and the status quo of Taikang Life Insurance Company, improve the performance management system and performance appraisal index system. With innovative thinking, explore a set of performance appraisal index system adapted to Taikang Life Insurance Company. First of all, Taikang Life Insurance Company should carry out scientific work analysis before setting indicators. Before designing the performance indexes, it should have a certain understanding of each job position and employee, which can refer to the job description, or take the method of questionnaire survey or interview to understand. Secondly, Taikang Life Insurance Company should analyze the indexes after setting the indexes, make reasonable trade-offs for the assessment indexes according to local conditions, and ensure that the important evaluation indexes are not omitted. Finally, Taikang Life Insurance Company should allow employees to participate in the performance appraisal index evaluation, so that the scientific and reasonable measurement method can make employees believe that the fairness and feasibility of performance evaluation.
5. Improve the objectivity of performance appraisal results. As a Fortune 500 company and a representative of the insurance industry, Taikang Life Insurance Company, in addition to its operational responsibilities, also bears social responsibilities and has the obligation to maintain the stable development of society. Therefore, a smooth performance feedback and complaint process plays a very important compensatory role. For unfairness or loss of objectivity in the performance management process, it is especially necessary to feedback information to quell employees' dissatisfaction in a timely manner so as not to affect their work motivation. Based on the facts, the assessment indicators against the proper treatment of employee complaints, to find out the causes of the problem and seriously to be resolved, and to make the complainant convinced of the results of the feedback to the employees.
Although Taikang Life Insurance Company is a relatively mature enterprise, its performance management process also exists in many of the performance management drawbacks that exist in China's enterprises. Therefore, in this era of constant change, Taikang Life Insurance Company can only increase the importance of performance management, continue to improve their core competitiveness, in order to keep pace with the times, to do a better and faster development, so as to be invincible in the domestic and foreign fierce competition in the market.
Business performance appraisal program 21, extract 10% of the full monthly salary, as performance appraisal salary, the remaining 90% as the basic salary. (5% linked to sales targets, 5% linked to average price targets).
2, the completion of the company's sales targets and average price indicators for the month, the issuance of the month's basic salary + performance pay (more than 95% of the completion of the sales target is considered to complete the task). Failure to complete the above two indicators, the performance of the month, deductions and penalties, only issued the month's basic salary. If only one of the two indicators is completed and not the other, the penalty is 5% of the performance salary.
3. The assessment cycle is a quarterly assessment. If in the last month of the quarter, the cumulative completion of the quarterly assessment indicators, then make up all the quarterly performance pay.
4, if in the first quarter of the assessment of the two assessment indicators are not completed, then the second quarter of the performance appraisal of the proportion of salary extraction in the first quarter of 10% on the basis of an additional 5%, the proportion of full salary extraction of 15%, as the new performance appraisal of the salary, and the composition of the full salary of 15% of the performance pay + 85% of the basic salary. (7.5% linked to the sales target, 7.5% linked to the average price target)
5, if the second consecutive month did not complete the assessment indicators, and the amount of tasks completed in the second consecutive month of the total assessment indicators of 80% or less, the general manager of the branch will be the ability of the employee to serve in the assessment evaluation.
6, if the second consecutive quarter did not complete the assessment indicators, and the amount of completed tasks in the second consecutive quarter of the total assessment indicators below 90%, the general manager of the branch will be the employee's ability to re-assessment of the assessment.
7, incentives:
On the basis of the completion of the two assessment indicators, the excess portion of the following standards to extract the bonus as a reward. The reward is issued once a month.
(1), sales targets over the completion of the reward: (the company set the monthly sales targets).
Department Manager: overcompletion of the company's monthly sales targets of less than 5% incentive of 400 yuan, excess 5-10% incentive of 600 yuan, excess of more than 10% incentive of 800 yuan.
Department Assistant: overfulfill the company's monthly sales target of less than 5% reward 250 yuan, over 5-10% reward 400 yuan, over 10% reward 600 yuan.
Business executive: overfulfill the company's monthly sales target of less than 5% reward of 200 yuan, over 5-10% reward of 300 yuan, over 10% reward of 500 yuan.
Reward amount and allocation: average price incentive payments by the marketing manager and managers according to the size of the contribution and work performance in the department to allocate their own use.
(2), the management of the logistics sector incentives:
Management of the logistics sector (including the General Manager's Office, Office, Finance Department, Distribution Department) the total amount of bonuses in accordance with the total amount of bonuses in the business sector 50% extraction, by the general manager in accordance with the actual performance of the staff to be rewarded.
8, this appraisal program from X X X X X X X X X X 20XX.
Business performance appraisal program 3
To "mobilize the enthusiasm of all staff, improve labor efficiency, increase economic benefits" as the goal, reflecting the "more work, more pay, according to the principle of distribution", and strive to establish a combination of incentives and constraints, "fair, open and just. The company's performance appraisal model is "fair, open and just".
First, the monthly salary assessment rules:
Salesman monthly salary P = basic salary A + hard target assessment B + soft target assessment C
Hard target assessment B = (this month's actual sales / this month's planned sales).100% × this month's actual sales × 15%
1, the customer files The content is complete, the name of the unit and the name of the main person in charge is accurate, the address is accurate and detailed, the unit's telephone number, the main person in charge of the cell phone number is accurate, if there is a website or e-mail, need to be together with an accurate record. Each key customer should establish a "Class A customer information registration form". After the change of customer information, to ensure that within 15 days to adjust the corresponding content of the registration form.
2, and customers to do two-way familiar with the content of the customer relationship card, familiar with the content of the customer relationship card, can say the basic situation of the customer, especially to know the key customer's interests, hobbies, recent joys and sorrows, the recent business progress. When you meet with customers, you can call out each other's names. (Customers can at least casually say who you are, on behalf of the company and the name of the product or service done.)
3, at least one thing a week to help customers do. For class A customers, at least a week to help customers a favor, or to solve a customer problem, dealing with a customer complaint, give customers an idea, to understand the needs of customers, do a job, to provide customers with a consultant marketing information program, in short, must be weekly to help customers to do a specific thing, this thing can be the customer company's business, can also be the customer's personal private affairs.
4, the customer must be the first recommended (the first recommended) your business products or services. Customers, whether in the face of subordinate or direct customers, can be the first to recommend our products, services, encounter to engage in some activities, customers are always the first to think of us. Customers can understand the characteristics of our products and services, advantages, selling points.
5, timely and rapid feedback customer feedback, market competition, product trends, competitor activities.
6, New Year's Day, Spring Festival, Lantern Festival, Qingming Festival, May Day, Dragon Boat Festival, Mid-Autumn Festival, National Day, Thanksgiving Day, Christmas, the customer's birthday, the customer's company's major festivals and other important dates, must be communicated with the customer on the phone or by cell phone text message once. Special attention is paid to the greeting must be signed, signed in the format of "company name + personal name", to let the customer know who cares about him, greet him. To avoid the occurrence of text message greetings to customers, customers do not know who sent the text message situation occurs.
7, monthly plans and summaries, weekly plans and summaries, work diary project specifications, complete content, the company requires the report on time to complete the report, the content is comprehensive and accurate.
8, concerned about the development of the company, and put forward the reform and improvement of the views and suggestions.
9, the company leadership of other work temporarily assigned.
Second, the assessment of the year-end bonus rules:
Reward purpose:
Encourage employees to work seriously, stabilize people's hearts, long-term cooperation, their own economic income, personal development and the company's long-term development goals.
Rewards:
1, the total amount of bonuses: 5% of the total sales of the year. For example, if the total sales of the year is 1,000,000 RMB, the total bonus will be 1,000,000 RMB × 5% = 50,000 RMB.
2, the object of the bonus: formal recruitment, recruitment procedures complete, long-term work of the staff
3, the calculation of individual bonuses: the year's total individual salary / total salary of the year × total bonuses = the individual should be a bonus
In view of the length of time that the staff into the company, in order to encourage the staff to work long and stable, for more than 3 months of continuous work, the bonus in accordance with the above In order to encourage employees to work long and stably, for those who have worked continuously for more than 3 months, the bonus will be calculated according to the above formula; for those who have worked for less than 3 months, the bonus will be reduced by 10% for every month less than 1 month.
The company has the right to adjust the amount of bonus according to the performance of the individual, on the basis of the above method of calculation of the amount of personal entitlement to the up and down within the range of 20%. The total amount of the adjusted bonus shall not exceed 5% of the total sales of the year.
5, bonus payment time: January 1 of the following year after the start of accounting, the Spring Festival about 10 days before the release.
Business performance appraisal program 4In order to inspire the sales staff to work enthusiastically, improve performance, actively expand the market, promote the marketing of the company's products, and maintain the normal development of the company, the development of this program.
This program uses a combination of qualitative and quantitative methods, with a fair, just and reasonable way to assess the assessment of the company's various marketing personnel, in order to promote competition, incentives for advanced, whip backward.
First, the base salary of the marketing staff
The company's marketing staff salary composition is mainly base salary + business commission + performance bonus.
The basic salary is to maintain the basic life of the salesman to protect and carry out business work necessary expenditure. The determination of the base salary can be determined and implemented by the company and the marketing staff negotiation, and as a future new salesman base salary standards.
Second, the performance appraisal method
This performance appraisal method is divided into monthly assessment, quarterly assessment and annual assessment of three.
(a) Monthly assessment
1, the salesman monthly business targets
Salesman each month should develop their own business plan, according to the company's marketing objectives for the month, set the amount of business this month. The company set the business volume according to the salesman, combined with the company's marketing objectives for the month to determine the degree of the basic business indicators for each salesman.
The basic business target is the amount of business that each salesman must complete, and it is the necessary condition for the salesman to get the basic base salary. As long as the salesman to complete the basic business indicators of more than 80% of the volume, you can get the basic base salary. Did not reach the basic business indicators of 80%, can only get 80% of the base salary.
2, the salesman to complete the month's basic indicators, in addition to the full amount of the base salary, but also to get a commission, commission calculation to the salesman to develop the customer's month of liquor purchases amount shall prevail, the commission amount of ordinary liquor products purchases amount of 1.5%, wine purchases amount of 3%. Beyond the basic business target volume part, ordinary liquor commission 2%, red wine commission 3.5%. Not completed more than 80% of the volume of the basic business indicators, no commission for the month.
3, the basic business indicators refers to: the development of the number of new customers, including catering, group purchasing, wedding banquets, downline wholesalers, and other large number of buyers. And individual bulk purchases are no longer listed here. And the commission is settled according to the consumption amount of customers. The consumption of new customers by the year at the end of the unified settlement, so the salesman's commission is also at the end of the unified settlement.
4, the salesman developed individual bulk purchase, in the completion of the basic business indicators under the premise of the volume, you can also enjoy the commission, commission amount in accordance with the customer's annual total consumption of commission, unified settlement at the end of the year.
5, some uncertain variables
A salesman this month has reached the intention of the customer, but has not yet been formally determined
B salesman this month to spend considerable energy to complete a heavyweight customers, no energy to develop other new customers
C salesman this month, there are other emergencies can not complete the task
against the In the above cases, the company should not evaluate the salesman's business level based on the results of a single month.
(B) Quarterly assessment
1, the purpose of quarterly assessment
Quarterly assessment is based on the monthly assessment, the establishment of the characteristics of the business work. Due to the marketing work many times can not be clearly calculated on a monthly basis, in order to be fair and equitable, but also in order to better incentivize the marketing staff, give full play to the ability of the salesman, so the quarterly assessment of the existence of the necessary. Three months is also the basic assessment period of the salesman.
2, quarterly assessment methods
Quarterly assessment is mainly three months in the quarter of the basic indicators weighted, and then synthesize the quarterly performance of each marketing staff in the monthly performance and the total performance, to determine the assessment results of marketing staff.
3. Quarterly assessment levels and rewards and penalties
Three months in the quarter to complete the basic indicators, assessed as qualified.
Quarterly three months in one month is not completed, but the overall completion of the assessment of a qualified.
If two of the three months in the quarter are not met, but the total is met, it will be graded as a pass.
If all three months of the quarter meet the basic target, and 1-2 months exceed the target, the rating is good.
If the target is not achieved in all three months of the quarter, it will be assessed as unqualified.
If the company exceeds the target in all three months of the quarter, it will be recognized as excellent.
The company will terminate the employment of unqualified marketers. Good and excellent grade salesmen will be rewarded. Rewards are as follows:
1, good grade marketing staff, awards
2, excellent grade marketing staff, awards
3, according to the specific business completion, to determine the "quarterly star marketing staff" honorary candidates.
(C) year-end assessment
The year-end assessment is to summarize the important work of an annual marketing work. The year-end assessment is mainly based on the quarterly assessment, the four quarters of the year's assessment, combined with other performance of the marketing staff, the work of the marketing staff to make a comprehensive score, as a year-end commission and incentives as the main basis.
1, the end of the year assessment of the classification
Each quarter is assessed as a qualified, the end of the year assessed as qualified.
1 quarter of a year for good or excellent, the rest is qualified, the end of the year is assessed as qualified.
If two quarters in a year are good or excellent, and the rest are satisfactory, the year-end rating is good.
If 2-3 quarters in a year are excellent and the rest are good, the year-end rating is excellent.
If 3 quarters in a year are good and the rest are satisfactory, the year-end rating is good.
If all 4 quarters in a year are rated as good, the year-end rating is excellent.
4 quarters in a year are rated as excellent, the end of the year is rated as a "superstar"
And so on and so forth, according to the comprehensive performance of the year, to determine the grade.
2, the year-end assessment of the incentives and penalties
A year-end commission for the year all cash, the amount of commission due each month cumulative. (Can also be issued quarterly)
B year-end bonuses and year-end assessment level linked to the high level of reward.
(D) non-marketing staff business commission
The company encourages employees to develop more business for the company, non-marketing staff in the completion of their work, but also engaged in business development work, you can also get commission, commission amount of the total amount of business . Single pen single mention, while counting the individual work performance assessment.
The above assessment methods are applicable to both individual salespersons, but also to the marketing team's assessment (the specific assessment methods within the team and team members to develop their own and report to the company for the record). It is mainly for the grassroots marketing work and set up, for the marketing leadership of the assessment is not included.
Third, the marketing work carried out by the cost of subsidies
Marketing staff to carry out marketing work, will inevitably produce some of the costs. These costs should be borne by the company. On the one hand, the company can subsidize the marketing staff in an actual way, on the one hand, can also be reflected in the base salary of the marketing staff, according to the actual situation of the company, combined with the need to carry out the marketing work, with reference to the system of peers, the development of business work to carry out the amount of subsidies.
Fourth, the probationary period of marketing staff salary
The probationary period of marketing staff is generally three months, the probationary period of the marketing staff of the base salary for the probationary period, no commission. In the probationary period to complete the company's designated tasks, turned into a full-time employee. If you have a good performance during the probationary period, you can be transferred to a new position earlier and be rewarded with certain incentives.
V. Other matters related to the assessment
(a) the determination of the work of the marketing staff errors and measures
marketing staff in the work of their own reasons lead to the loss of business, the leakage of trade secrets, damage to the company's image, the company suffered losses and other cases, on the one hand, to take decisive measures to recover losses, and on the other hand, to be held responsible. On the one hand, we should be held accountable. Determine the loss of the main elements are:
1, the marketing staff's own reasons or the company's reasons?
2, the amount of business loss
3, the degree of loss
4, the adverse social impact and the impact of the industry
From the above aspects to determine the responsibility. Once the loss is caused, the company should synthesize the work performance of the marketer and the loss to make a disposition, and allow the marketer to have the opportunity to remedy the situation.
Timely remediation of mistakes, summarize as soon as possible, to avoid recurrence of the same problem.
(B) marketing staff work and attendance management and other
Marketing staff should strictly abide by the company's rules and regulations, but also one of the basis of the year-end assessment.
1, the provisions of the marketing staff rest time
According to national laws and regulations and the actual situation of the company, the company's marketing staff can rest one day a week, usually on Sunday, if there are special circumstances can be adjusted.
2, attendance management
Every day before 8:30 am to report to the company, 5:30 p.m. for the normal closing time. Before going off duty, you need to report back to the company. If you need to stay in the business place due to business needs, you must explain it on the same day. For those who do not report to the company and do not explain, will be penalized.
3, leave management
Marketing personnel need to take leave, need to explain to the company in advance, and fill out the leave form for approval by the general manager, or make up for the leave procedures. If you do not explain, according to the absent marketer employees to deal with, be punished. Absenteeism more than 3 days / month, the company will be dismissed.
4, marketing meeting system
4.1 A morning meeting every day, every day at 8:30 to report to the company that is organized by the general marketing director held a simple exchange of the last day's work and the work of the day.
4.2 Monthly work summary meeting, summarize the month's work, approved the completion of the marketing business, the development of the next month's plan.
4.3 For some important business projects, can be held for business thematic meetings, to explore the tactics of attack.
5, the marketing staff work plan and summarize the system
Each marketing staff should be a true record of their daily work, do the work once a month, and put forward the next month's work plan in the form of an official text to the company's chief marketing officer. The company made approval of the marketing staff's work summary and plan.
6, customer information summary system
Marketing staff in the company's work during the development of customers are owned by the company, each marketing staff should be developed to make the customer information customer data sheet, in the form of electronic text to the company for the record.
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