联系我们

论文查询结果	返回搜索

论文编号：	12792
作者编号：	2320190371
上传时间：	2021/12/9 9:31:00
中文题目：	X房地产公司销售人员绩效考核体系优化研究—基于OKR理论
英文题目：	Research On Performance Appraisal System Of X Real Estate Company-Based On OKR Theory
指导老师：	袁庆宏
中文关键字：	房地产公司；销售人员；绩效考核；OKR
英文关键字：	real estate company；sales personnel；performance appraisal；OKR
中文摘要：	随着我国房地产行业调控力度的加剧，房地产公司需要在对现有的内部管理制度进行创新变革，一方面是为了降低销售人员的离职率，另一方面也是为了增强自身的市场综合竞争力，而目前我国的房地产公司对销售人员的绩效考核机制存在着一定的问题及不足。 因此本文以X房地产公司为例，采取问卷调查法、访谈咨询法等，选取该公司销售人员为研究对象，基于研究发现的销售人员绩效考核体系不足提出相应改进建议措施及保障措施。论文首先主要论述了绩效考核的基本概念及方法工具、同时论述了OKR考核法的应用流程及优势；其次，采取问卷调查以及访谈咨询的方式，论述该公司对销售人员绩效考核体系的问题以及导致问题产生的原因；最后，提出相应的改善方案措施、具体的实施操作方案及实施流程、保障措施。通过论文的研究得到了以下结论： （1）X房地产公司对销售人员的绩效考核体系存在的问题包括：考核目标公司销售目标不匹配、销售人员绩效考核关键结果指标不健全、考核方法选取不合理、考核结果反馈渠道不畅、考核结果应用不深入。问题原因在于X房地产公司销售部门管理制度不完善、销售人员绩效考核参与意识偏低、良好的绩效考核文化缺失、绩效考核缺乏技术平台支持。 （2）论文基于OKR考核理论，主要从以下几点提出了相应的优化方案，具体包括制定和发展战略目标吻合的销售绩效指标、完善销售人员绩效考核指标体系及权重、使用OKR作为绩效考核方法、完善绩效考核沟通反馈机制、提升考核结果的应用深度及范围。同时详细论述了方案具体的实施步骤及参与人员，提出制度、人才、文化、信息技术保障。 对X房地产公司销售人员绩效考核机制进行优化，提升销售人员对绩效考核体系的认可，同时树立明确的职业生涯规划。通过以上工作，可以有效提升员工参与感与责任感，使自身与公司能够从中获得双赢。论文下一步需要加强对该方案实施效果的检验分析，同时也需要考虑到行业发展趋势以及房地产销售人员未来职业发展趋势等因素来制定出更加合理的绩效考核体系。
英文摘要：	With the real estate regulation in our country industry, real estate companies need to innovate in the existing internal management system, on the one hand is to reduce the turnover of sales personnel, on the other hand is to enhance their comprehensive market competitiveness. However, at present, the real estate companies to sales personnel performance appraisal mechanism has certain problems and deficiencies. Therefore, taking Tianjin X Real Estate Company as an example, this paper adopts the questionnaire survey method and interview consultation method, selects the sales staff of the company as the research object, and puts forward the corresponding improvement suggestions and guarantee mechanism based on the lack of the performance appraisal system found in the research. The paper mainly discusses the basic concepts and tools of performance appraisal, the application process and advantages of OKR assessment method, the problems of the performance appraisal system of sales staff and the causes of the problems，the corresponding improvement measures, specific implementation plan and implementation process and guarantee mechanism.The following conclusions are obtained from the paper: (1) Problems existing in X Real Estate Company's performance appraisal system of sales personnel include: mismatch of the sales objectives of the appraisal target company, imperfect key result indicators of sales personnel performance appraisal, unreasonable selection of assessment methods, the feedback channels of assessment results are not smooth, and the application of appraisal results is not deep.The reason for the problem is the imperfect management system of the sales department of X Real Estate Company, low awareness of performance assessment participation, lack of good performance assessment culture, and lack of technical platform support for performance assessment. (2) The paper is based on OKR assessment theory, mainly from the following points put forward the corresponding optimization plan, including formulating the sales performance indicators consistent with the development strategic objectives, improving the sales staff performance appraisal index system and weight, using OKR as the performance appraisal method, improving the performance appraisal communication and feedback mechanism, and improving the application depth and scope of the appraisal results. At the same time, the detailed implementation steps and participants are discussed in detail, and the system, talent, culture and information technology guarantee are proposed. By optimizing the performance appraisal mechanism of the salesperson of X real estate company, improving the salesperson's recognition of the performance appraisal system, and establishing a clear career planning, employees can effectively improve their sense of participation and responsibility, so that they and the company can win-win. The next step of the paper needs to strengthen the inspection and analysis of the implementation effect of the program, and also needs to develop a more reasonable performance assessment system by taking into account the development trend of the industry and the future career development trend of real estate salesmen.
查看全文：	预览  下载(下载需要进行登录)