【作者】 张君；

【导师】 郭京生；

【作者基本信息】 华北电力大学（北京） ， 工商管理， 2006， 硕士

【摘要】 在绩效管理实践中,重视个体绩效而忽略团队绩效和组织目标是一种常见的现象,因而降低了绩效管理的有效性,导致绩效管理流于形式。针对传统绩效管理对工作绝对的分解与实践中难以分解的矛盾,以及传统的个体考核与现代团队紧密协作的矛盾,本文构建了销售团队的绩效评估体系,该体系将传统的绩效循环扩大到了团队层面,围绕团队绩效所形成的一套适合当前组织变化新特点的绩效管理体系和方法进行了一些探讨。销售团队的绩效评估体系能促使绩效管理和销售团队的有机结合,并为企业实施有效的绩效管理提供了思路和指导方法。更多还原

【Abstract】 In the performance management (PM) practice, great importance has beenattached to individual performance while team performance and organization objectiveare overlooked. As a result, PM practice falls into formalism, and can’t work. TraditionalPM is based on the absolute disassembling of work, while in fact we often find out manytasks cannot be broken down completely. Simultaneously, there also exists the conflictbetween traditional individual appraisal and the fact that modern team closely workstogether. To solve the two above-mentioned conflicts, this paper builds up a performanceevaluate system of a sales team, which extends traditional performance cycle to therange of a team. Focusing a set of PM system and methods which are based on teamperformance and which are suitable for the current characteristics of organizationalbehavior, this paper engages in a discussion. To conclude, the performance evaluationsystem of a sales team can contributes to better integration of performance managementwith a sales team and it can provides thinking and guidance methods for enterprisesenforce effective management.更多还原