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论文编号：	11128
作者编号：	2220160554
上传时间：	2019/12/7 11:50:19
中文题目：	霍尼韦尔中国公司销售人员绩效管理评估
英文题目：	Honeywell China Company Sales Personnel Performance Management Evaluation
指导老师：	袁庆宏
中文关键字：	绩效管理评估；销售人员；霍尼韦尔中国公司
英文关键字：	performance management evaluation；sales staff；Honeywell China
中文摘要：	目前随着我国市场经济改革的深入以及企业的全球化发展，企业规模也越来越庞大，企业数量日益增多，市场竞争也越来越激烈。在此种背景下，企业需要不断提升自身的竞争能力，从而在竞争中占据优势，管理的重要性日渐突出。绩效管理是企业管理的核心内容之一，同时绩效管理体系也是现代企业管理体系中的关键部分。科学的绩效管理，对企业经营目标的实现，确保企业发展的可持续性以及构建优秀的员工团队等方面有着不可替代的作用。 本文从绩效管理的相关理论开始，对绩效管理的内涵及作用进行了阐释，找出了霍尼韦尔公司目前所存在的相关问题，发现其主要存在短期绩效与长期绩效不统一、绩效考核制度执行不到位、销售人员绩效考核的指标单一、绩效考核的结果运用不充分以及绩效管理过程缺乏监督等问题，并分析阐述了产生上述问题的原因。根据构建评估模型对霍尼韦尔中国公司销售人员绩效管理的现状和问题，基于相关理论和实践经验，构建了相应的的评估模型，进而采用层次分析法和模糊综合评价法对霍尼韦尔中国公司销售人员绩效管理进行了实证评估和分析。结果显示，在评估模型的四个维度中，绩效管理内部制度水平对霍尼韦尔中国公司销售人员绩效管理的影响最大。霍尼韦尔中国公司销售人员绩效管理体系处于良好水平。 基于霍尼韦尔中国公司销售人员绩效管理所存在的问题及评估结果，本文提出了霍尼韦尔中国公司销售人员绩效管理对策和建议，公司应该加强对人力资源管理重要性的认识，改进人力资源招聘和配置，构建公司销售人员培训开发体系，完善公司薪酬体系，以及构建科学的人力资源绩效考核体系。本文的研究有助于促进霍尼韦尔中国公司绩效管理水平的提升，同时也可供国内企业借鉴。
英文摘要：	At present, with the deepening of China's market economy reform and the globalization of enterprises, the scale of enterprises is becoming larger and larger, the number of enterprises is increasing, and the market competition is becoming more and more fierce. In this context, companies need to continuously improve their competitiveness, so as to occupy an advantage in the competition, the importance of management is increasingly prominent. Performance management is one of the core contents of enterprise management, and performance management system is also a key part of modern enterprise management system. Scientific performance management plays an irreplaceable role in achieving the business objectives, ensuring the sustainability of the company's development and building a good team of employees. Starting from the relevant theory of performance management, this thesis explains the connotation and function of performance management, finds out the related problems of Honeywell, and finds that there are mainly short-term performance and long-term performance inconsistency, performance appraisal system. The implementation is not in place, the salesperson performance appraisal indicators are single, the performance appraisal results are not fully utilized, and the performance management process lacks supervision, and the reasons for the above problems are analyzed. According to the status quo and problems of Honeywell China's sales personnel performance management based on the evaluation model, based on relevant theories and practical experience, the corresponding evaluation model is constructed, and then the analytic hierarchy process and fuzzy comprehensive evaluation method are used for Honeywell. The performance management of sales personnel in Chinese companies was empirically evaluated and analyzed. The results show that in the four dimensions of the evaluation model, the internal level of performance management has the greatest impact on Honeywell China's sales staff performance management. Honeywell China's sales personnel performance management system is at a good level. Based on the problems and evaluation results of Honeywell China's sales personnel performance management, this thesis proposes Honeywell China's sales personnel performance management strategies and recommendations, the company should strengthen the understanding of the importance of human resources management, improve manpower Resource recruitment and configuration, build a company sales staff training and development system, improve the company's compensation system, and build a scientific human resources performance appraisal system. The research in this thesis will help promote the performance management of Honeywell China, and it can also be used by domestic companies.
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