Enterprise performance evaluation scheme

Enterprise performance evaluation scheme

In order to ensure the smooth development of things or work, it is often necessary to prepare a plan in advance. Planning refers to the means of planning an action. What formats should I pay attention to when writing a scheme? The following is my business performance appraisal scheme, which is welcome for your reference and I hope it will help you.

Enterprise performance appraisal scheme 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 scheme, welcome to read.

With the advent of the era of knowledge economy, with the continuous development of science and technology and the continuous progress of society, networking, informationization, knowledge and global integration have gradually become the inevitable trend of development. Human resources have become an important factor to achieve the core strategic objectives of enterprises. Nowadays, the strategic management position of human resource management in enterprise management is becoming more and more important. It is a multi-level and multi-angle complex integrated management system, and it is an organic system for obtaining, distributing, encouraging, developing, utilizing and controlling human resources.

First, the meaning of performance management

Performance management refers to the process of collecting, analyzing, evaluating and transmitting information about a person's work behavior and work results in his post. It is a continuous cycle process in which managers and employees at all levels participate in performance planning, performance coaching and communication, performance evaluation, performance result application and performance goal promotion in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

Second, the basic situation of Taikang Life Insurance Company

Taikang Life Insurance Co., Ltd. is a national and joint-stock life insurance company approved by the head office of China People's Bank on August 22nd, 1996. The company is headquartered in Fuxingmen, Beijing. At present, Taikang Life Insurance has 20 shareholders, among which Chinese shareholders include Sinotrans Changhang Group Co., Ltd., China Guardian International Auction Co., Ltd., CITIC East China (Group) Co., Ltd. and other large and medium-sized domestic enterprises. Foreign shareholders include Swiss Fengtai Life Insurance Company, New Deal TEDA Investment Co., Ltd. and other internationally renowned financial enterprises.

Third, Taikang Life Insurance Performance Management Problems

1. The purpose of performance management is not clear enough. Most managers of Taikang Life Insurance Company only use performance management as a tool to control and restrain employees, or use it as the basis for providing bonus distribution. In addition, the managers of Taikang Life Insurance generally believe that employees can get corresponding bonuses in their jobs as long as they do not violate the company's rules and regulations. Obviously, this kind of management is ineffective. Before the purpose of performance management was formulated, the managers of Taikang Life Insurance Company seldom focused on improving the communication mechanism of enterprises, stimulating the working potential of employees and improving the management level of the company, thus forming the phenomenon of assessment for the sake of assessment.

2. Performance management is inconsistent with strategic objectives. Taikang Life Insurance Company has certain strategic objectives in implementing human resource performance management, but it is not practical, so the company's strategic objectives are not decomposed into all employees, because once they are decomposed into layers, there will be uneven task distribution, which will lead employees to be busy with their work at hand, unable to combine well with the company's strategic objectives and unable to plan the implementation of strategic objectives. It is not surprising that there will be a deviation from the company's strategic objectives. Although Taikang Life Insurance has strategic objectives, the responsibilities of various departments and positions have not completely decomposed the strategic objectives and responsibilities of the enterprise.

3. The performance management responsibilities of managers at all levels are not clear. Due to the uneven working quality of Taikang Life Insurance Company, the problems existing in performance management assessment in practice are outstanding: the performance management responsibilities of managers at all levels are not clear, they can't grasp the key points, and they can't grasp the relevant situation comprehensively, accurately and objectively; Some people have a weak sense of responsibility, and for the convenience of management, they despise or ignore some links in this process; More importantly, in the process of assessment, some people think that the appointment of cadres is decided internally by Taikang Life Insurance Company, and the assessment is only a simple procedure and business, with a passive attitude and not in-depth assessment. And in the process of performance management, the rights and responsibilities of managers at all levels are too scattered, the relevant responsibility agreement is not clear, and there is a lack of corresponding restraint mechanism.

4. The setting of employee performance appraisal indicators is unreasonable. Due to the lack of theoretical exploration and practical experience and scientific performance index system, Taikang Life Insurance Company's performance index setting is not reasonable, mainly because Taikang Life Insurance Company is relatively backward in setting performance indicators, including only several traditional indicators such as team premium income, premium receivable rate, the number of new employees in the team and the number of zero employees in the team. Many particularly important evaluation indicators are not reflected in the company's performance evaluation index system, such as customer loyalty, renewal premium retention rate, operator skills, employee enthusiasm and flexibility, etc., but they are not added to the index system, and only the ordinary performance indicators in task performance are used as the measurement standard.

5. The company's performance appraisal results for employees are inaccurate. In the performance appraisal process of Taikang Life Insurance Company, it is difficult for managers to accurately evaluate the work efficiency and performance of employees because of the difficulty in quantifying the work of some employees, such as work attitude, cooperative relationship and dedication. , or the work content does not match the results. Moreover, every employee of Taikang Life Insurance Company has his own office space, and it is impossible for managers at all levels to observe the work of each employee at all times. It is easy to become a mere formality, the assessment period is uncertain, the assessment method is inflexible, and it is easy to produce inaccurate assessment results.

Fourth, Taikang Life Insurance Company Performance Management Optimization Countermeasures

1. Actively promote the renewal of performance concept. Systematic performance management should emphasize the market value orientation of performance management and improve the previous key index system, which requires creating a performance culture atmosphere of Taikang Life Insurance and strengthening employees' performance awareness. Every employee of Taikang Life Insurance Company should understand his responsibilities. It is best to ask the managers of the company to demonstrate frequently and realize that performance management is not only a performance appraisal, but also a continuous closed-loop management process, thus promoting the performance awareness of all employees.

2. Clear corporate strategic objectives. The strategic goal of Taikang Life Insurance Company is a process of constant adjustment between the goal and the reality, which often goes through the following stages: First, Taikang Life Insurance Company has no clear strategic goal, and then the' core strategic goal' of the enterprise is formulated through SWOT analysis, and then the strategic goal of the enterprise is passed down step by step by the senior leaders of the enterprise. Through the new performance management scheme, the above process can be realized, which can be imported faster, and at the same time, the deviation in the process of target information transmission can be reduced to help enterprises achieve strategic goals.

3. Build a scientific performance management system. Performance management is a matter for all employees of the company, from top leaders to grass-roots employees, which is a major reform event for enterprises. The top management of Taikang Life Insurance Company must stand at the forefront of the enterprise, give the greatest support and full authorization to the human resources department, and actively participate in the reform action. The full support of senior management can not only promote the assessment, but also let all departments and employees see this concern and support, and do this reform well according to the usual practice until the goal is realized.

4. Improve the performance appraisal index system. Through the analysis and research on the performance management theory and the present situation of Taikang Life Insurance Company, the performance management system and performance evaluation index system are improved. With innovative thinking, this paper explores a set of performance appraisal index system suitable for Taikang Life Insurance Company. First of all, Taikang Life Insurance Company should conduct a scientific job analysis before setting indicators. Before designing performance indicators, we should have a certain understanding of each job and employee. You can refer to the job description, or you can use questionnaires or interviews to find out. Secondly, Taikang Life Insurance Company should analyze the indicators after setting them, and reasonably select the assessment indicators according to local conditions to ensure that important evaluation indicators are not omitted. Finally, Taikang Life Insurance Company should let employees participate in the evaluation of performance appraisal indicators, so that scientific and reasonable measurement methods can convince employees of the fairness and feasibility of performance appraisal.

5. Improve the objectivity of performance appraisal results. Taikang Life Insurance Company, as a representative of the world's top 500 enterprises and insurance industry, not only undertakes business responsibilities, but also social responsibilities, and is obliged to maintain social stability and development. Therefore, smooth performance feedback and appeal process plays a very important role in making up for it. For unfair or dehumanizing phenomena in the process of performance management, it is especially necessary to feedback information in time to calm employees' dissatisfaction so as not to affect their work enthusiasm. Based on facts, properly handle employee complaints according to the assessment indicators, find out the causes of the problems and solve them seriously, and feed back the results of persuading the complainants to employees.

Although Taikang Life Insurance Company is a mature enterprise, its performance management also has many shortcomings that are common in China enterprises. Therefore, in this ever-changing era, Taikang Life Insurance Company can only keep up with the pace of the times and achieve better and faster development by paying more attention to performance management and constantly improving its core competitiveness, so as to remain invincible in the fierce competitive market at home and abroad.

In the second business performance appraisal scheme 1 and 10%, the monthly salary is taken as the performance appraisal salary, and the remaining 90% is taken as the basic salary. (5% is linked to the sales target, and 5% is linked to the average price target).

2. Complete the company's sales target and average price target for the current month, and pay the basic salary+performance salary for the current month (if the sales target is over 95%, the task will be completed). If the above two indicators are not completed, only the basic salary of the month will be paid after deducting the performance salary of the month. If only one of the two indicators is completed and the other is not completed, 5% performance pay will be deducted.

3. The assessment cycle is quarterly assessment. If the assessment indicators of the quarter are accumulated in the last month of the quarter, the performance pay of the quarter will be fully paid.

4. If the two appraisal indicators are not completed in the first quarter, the performance appraisal salary ratio in the second quarter will be increased by 5% on the basis of 10% in the first quarter, and the full salary of 15% will be extracted as the new performance appraisal salary, and the full salary composition will be 15% performance salary +85% basic salary. (7.5% is linked to the sales target and 7.5% to the average price target)

5. If the assessment indicators are not completed for two consecutive months, and the amount of tasks completed for two consecutive months is less than 80% of the total assessment indicators, the general manager of the branch will evaluate the employee's post-holding ability.

6. If the assessment indicators are not completed for two consecutive quarters, and the amount of tasks completed for two consecutive quarters is less than 90% of the total assessment indicators, the general manager of the branch will re-evaluate the employee's post-holding ability.

7. Incentives:

On the basis of completing the two assessment indicators, the excess will be rewarded according to the following standards. The prize is awarded once a month.

(1), reward for exceeding the sales target: (monthly sales target set by the company).

Department Manager: 400 yuan will be rewarded for exceeding the company's monthly sales target by less than 5%, 600 yuan for exceeding 5- 10% and 800 yuan for exceeding 10%.

Department Assistant: 250 yuan will be rewarded for exceeding the monthly sales target by less than 5%, 400 yuan will be rewarded for exceeding 5- 10% and 600 yuan will be rewarded for exceeding 10%.

Business supervisor: 200 yuan will be rewarded for exceeding the company's monthly sales target by less than 5%, 300 yuan for exceeding 5- 10% and 500 yuan for exceeding 10%.

Award amount and distribution method: the average price award is distributed and used by the marketing manager and management personnel in the department according to the contribution and worksheet.

(2), the logistics department management reward:

The total bonus of the management logistics department (including general manager office, Finance Department and Distribution Department) is extracted by 50% of the total bonus of the business department, and the general manager rewards the employees according to their actual performance.

8. This appraisal scheme will be implemented as of 20XX year, x month and x day.

The third business performance appraisal scheme aims at "mobilizing the enthusiasm of all employees, improving labor efficiency and increasing economic benefits", embodies the principle of "more work and more pay, distribution according to work", and strives to establish a "fair, open and just" performance appraisal model combining incentives and constraints.

First, the monthly salary assessment rules:

Salesman's monthly salary P = basic salary A+ hard target assessment B+ soft target assessment c.

Hard target assessment B = (actual sales this month/planned sales this month). 100% × actual sales this month × 15%.

1. The customer file is complete, the company name and the name of the principal responsible person are accurate, the address is accurate and detailed, and the company telephone number and the mobile phone number of the principal responsible person are accurate. If there is a website or email address, it should be accurately recorded together. Each key customer should establish a "Class A Customer Information Registration Form". After the customer information is changed, please be sure to adjust the corresponding contents of the registration form within 15 days.

2. Be familiar with customers in both directions, memorize the contents in the customer relationship card, and freely tell the basic information of customers, especially the interests and hobbies of key customers, recent joys and sorrows, and recent business progress. When meeting customers, they can call each other by their first names. Customers can at least casually say who you are, the company you represent and the name of the product or service you make. )

3. Help customers do at least one thing every week. For Class A customers, at least one thing should be done every week to help customers, or to solve a customer problem, handle a customer complaint, give customers advice, understand a customer's needs, do a job, and provide customers with a consulting marketing information plan. In short, you must do one thing for your customers every week, which can be the business of your company or your personal business.

Customers must recommend (recommend for the first time) your products or services. Customers, whether facing subordinates or direct customers, can be the first to recommend our products and services. When they want to do some activities, customers always think of us first. Customers can understand the characteristics, advantages and selling points of our products and services.

5. Respond to customers' opinions and suggestions, market competitive product trends and competitors' activities promptly and quickly.

6. Important dates such as New Year's Day, Spring Festival, Lantern Festival, Tomb-Sweeping Day, May Day, Dragon Boat Festival, Mid-Autumn Festival, National Day, Thanksgiving Day, Christmas Day, customer's birthday, major festivals of the customer company, etc. must be communicated with the customer once by phone or SMS. It is especially important to note that when greeting, you must sign in the format of "company name+personal name" to let the customer know who cares about him and greet him. Avoid sending text messages to greet customers, but customers don't know who sent them.

7. The monthly plan and summary, weekly plan and summary, and work diary are standardized and complete, and all reports required by the company are submitted on time with comprehensive and accurate contents.

8. Care about the development of the company, and put forward opinions and suggestions for reform and improvement in a practical way.

9. Other work temporarily assigned by company leaders.

Second, the year-end bonus assessment rules:

Purpose of reward:

Encourage employees to work hard, stabilize people's hearts, cooperate for a long time, and combine their own economic income and personal development with the company's long-term development goals.

Incentive measures:

1. Total bonus: 5% of the total sales in that year. For example, if the total sales in that year is 6.5438+0 million yuan, the total bonus is 654.38+0 million yuan × 5% = 50,000 yuan.

2. Bonus payment target: employees who have formally applied, completed the application procedures and worked for a long time.

3. Calculation method of individual bonus: total salary of individual in current year/total salary of all employees in current year × total bonus = bonus due to individual in current year.

In view of the different length of employees' employment, in order to encourage employees to work stably for a long time, the bonus will be calculated according to the above formula for those who have worked continuously for more than 3 months; If it is less than 3 months, it will decrease by 1 0% every month.

The company has the right to adjust the individual bonus amount calculated by the above calculation method within the range of 20% according to individual performance. The adjusted total bonus shall not exceed 5% of the total sales in the current year.

5. Bonus payment time: accounting will start after the following year 1, and it will be paid around 10 days before the Spring Festival.

Business Performance Appraisal Scheme 4 This scheme is specially formulated to stimulate the enthusiasm of sales staff, improve their work performance, actively expand the market, promote the marketing of the company's products and maintain the normal development of the company.

This scheme adopts a combination of qualitative and quantitative methods to assess the company's marketing personnel fairly, justly and reasonably, so as to promote competition, encourage the advanced and spur the backward.

First, the basic salary of marketing personnel

The salary composition of the company's marketing personnel is mainly basic salary+business commission+performance bonus.

The basic salary is the necessary expenditure to maintain the basic living guarantee of sales staff and carry out business work. The determination of basic salary can be determined and implemented through consultation between the company and the marketing personnel, and will be used as the basic salary standard for new salesmen in the future.

Second, the performance appraisal method

This performance appraisal method is divided into three items: monthly appraisal, quarterly appraisal and annual appraisal.

(1) Monthly assessment

1. Formulation of monthly business indicators for sales staff

Sales staff should make their own business plans every month and set the business volume of this month according to the company's marketing objectives this month. The company determines the basic business indicators of each salesman this month according to the business volume set by the salesman and the company's marketing target this month.

The basic business index is the business volume that each salesman must complete, and it is a necessary condition for a salesman to get a basic salary. Sales staff can only get the basic salary if they complete more than 80% of the basic business indicators. If you don't reach 80% of the basic business indicators, you can only get 80% of the basic salary.

2. The salesman can complete the basic indicators of the month, in addition to enjoying the basic salary in full, he can also get the commission. The commission is calculated on the basis of the customer's monthly wine purchase quota set by the salesman, and the commission quota is 65438+ 0.5% of the ordinary wine purchase quota and 3% of the red wine purchase quota. In addition to the basic business indicators, the commission for ordinary wine is 2%, and that for red wine is 3.5%. If more than 80% of the basic business indicators are completed, there will be no commission for the month.

3. The basic business index refers to the number of new customers, including catering, group buying, wedding banquets, offline wholesalers and other major purchasers. Individual bulk purchases are no longer included. The commission is settled according to the customer's consumption quota. The consumption of new customers is settled at the end of the year, so the commission of the salesman is also settled at the end of the year.

4. Individual bulk purchases developed by salesmen can also enjoy commission on the premise of completing basic business indicators, and the commission amount will be settled according to the total annual consumption of customers at the end of the year.

5. Some uncertain variables

A salesman has an intended customer this month, but it has not been officially confirmed.

Salesman B has spent a lot of energy to complete a heavyweight customer this month, but has no energy to develop other new customers.

C due to other emergencies this month, the salesman can't complete the task.

In view of the above situation, the company should not evaluate the business level of salesmen by the results of a single month.

(2) Quarterly evaluation

1, the purpose of quarterly assessment

On the basis of monthly assessment, establish quarterly assessment according to the characteristics of business work. Because marketing work can't be calculated clearly on a monthly basis, quarterly assessment is necessary in order to be fair and just, and to better motivate marketers and give full play to the ability of salesmen. Three months is also the basic assessment period for salesmen.

2, quarterly assessment method

Quarterly assessment is mainly to weight the basic indicators of a quarter for three months, and then to determine the assessment results of marketers by integrating the monthly performance and total performance of each marketer in the quarter.

3, quarterly assessment level and rewards and punishments

If the basic indicators are completed within three months in the quarter, it will be assessed as qualified.

In the quarter, one of the three months was not completed, but the overall completion was qualified.

Two of the three months in the quarter are not completed, but the total number is completed, which is assessed as qualified.

If the basic indicators are completed within three months in a quarter, and 1-2 months are overfulfilled, it will be rated as good.

If it is not completed within three months in the quarter, it will be assessed as unqualified.

If it is overfulfilled in three months in a quarter, it will be rated as excellent.

The company will fire unqualified marketers. Reward excellent salesmen with good grades. The incentives are as follows:

1, the marketing staff is good and rewarded.

2, excellent level of marketing personnel, reward.

3. According to the specific business completion, determine the candidate who won the honor of "quarterly star marketer".

(3) year-end assessment

The year-end assessment is an important work to summarize the marketing work for one year. The year-end assessment is mainly based on quarterly assessment. Combining the assessment of the four quarters of this year and other performances of marketers, the work of marketers is comprehensively scored as the main basis for year-end commission and reward.

1, grade division of year-end assessment

It is rated as qualified every quarter and qualified at the end of the year.

Within one year 1 quarter, it is good or excellent, the rest are qualified, and the year-end assessment is qualified.

Two quarters in a year are good or excellent, the rest are qualified, and the year-end assessment is better.

Two or three quarters in a year are excellent, the rest are good, and the year-end assessment is excellent.

Three quarters of the year are good, the rest are qualified, and the year-end assessment is good.

Four quarters of the year were rated as good and the end of the year was rated as excellent.

Four quarters in a year were rated as excellent, and at the end of the year, they were rated as "superstars".

And so on, that is, according to the comprehensive performance of a year, to determine the level.

2. Year-end assessment methods of rewards and punishments

A pay the commission of this year in full at the end of the year, and accumulate the commission amount due each month. (It can also be distributed quarterly)

B The year-end bonus is linked to the year-end assessment grade, and the higher the grade, the more rewards.

(four) the business commission of non-marketing personnel

The company encourages employees to develop more business for the company. Non-marketing personnel can also engage in business development after completing their own jobs, or they can get commission, which is the total amount of business. The single item is mentioned, and it is also included in the personal work performance assessment.

The above assessment methods are not only applicable to a single salesman, but also to the assessment of the marketing team (the specific assessment methods within the team and the team members themselves are formulated by the company and reported to the company for the record). It is mainly set for grass-roots marketing work, and does not include the assessment for marketing leaders.

Third, the cost subsidy for marketing work.

When marketing personnel carry out marketing work, it is inevitable that some expenses will be incurred. These expenses should be borne by the company. On the one hand, the company can subsidize the marketing staff through reimbursement, on the other hand, it can also be reflected in the basic salary of the marketing staff. According to the actual situation of the company, combined with the needs of marketing work, and referring to the peer system, the amount of business work subsidy is formulated.

Fourth, the salary of the marketing staff during the probation period.

The probation period of marketing personnel is generally three months, and the basic salary of marketing personnel is, and there is no commission during the probation period. Those who complete the tasks assigned by the company during the probation period will become regular employees. Those who perform well during the probation period can become full members in advance, and they will be rewarded.

Verb (abbreviation of verb) Other matters related to evaluation.

(A) the judgment and measures of marketing personnel's work mistakes

In the case of operating losses, revealing business secrets, damaging the company's image, and causing losses to the company due to its own reasons, marketers should take decisive measures to recover the losses on the one hand, and hold them accountable on the other. The main factors to determine the loss are:

1. Is it the marketer himself or the company?

2. Business loss

3. Degree of loss

4. Adverse social impact and industry impact.

Judging responsibility from the above aspects. Once losses are caused, the company should make suggestions according to the work performance and losses of the marketing personnel, and give the marketing personnel a chance to remedy them.

Remedy the mistakes in time and summarize them as soon as possible to avoid the recurrence of the same problem.

(B) attendance management of marketing personnel, etc.

Marketing personnel should strictly abide by the company's rules and regulations, which is also one of the basis of year-end assessment.

1, regulations on rest time for marketers

According to the national laws and regulations and the company's actual situation, the company's marketing staff can take a day off every week, usually Sunday, and can be adjusted if there are special circumstances.

2. Attendance management

Report to the company before 8: 30 every morning, and 5: 30 in the afternoon is the normal time to get off work. You need to report to the company before going to work. If you need to stay in the business place because of business needs, you must explain it on the same day. Those who fail to report to the company without explanation will be punished.

3. Leave management

If the marketing personnel need to take leave, they should explain to the company in advance, fill in the leave form and report it to the general manager for approval, or go through the leave formalities afterwards. If you don't explain it, it will be handled and punished by the marketing staff. Absence for more than 3 days/month will be dismissed by the company.

4. Marketing conference system

4. 1 There is a morning meeting every day, which is organized by the marketing general manager after reporting to the company at 8: 30 every day to briefly exchange the work of the previous day and the work of that day.

4.2 Work summary meeting once a month, summarizing the work of the current month, verifying the completion of marketing business and making plans for the next month.

4.3 For some important business projects, special business meetings can be held to discuss key strategies.

5, marketing staff work plan and summary system

Every marketer should truly record his daily work, do it once a month, and put forward the work plan for the next month, and submit it to the marketing general manager of the company in the form of official text. The company replies to the marketing staff's work summary and plan.

6, customer information summary system

The customers developed by marketers during their work in the company belong to the company, and all marketers should make the customer information developed into a customer information table and submit it to the company for filing in the form of electronic text.

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