Sales Department performance appraisal program (a)
First, the assessment time:
October each year
Second, the scope of application of the assessment
Performance appraisal is mainly a regular appraisal of sales employees, suitable for all the company has been transferred to the official sales staff. New sales internship employees, trainee employees, transfer, promotion, demotion, and other special stages of the assessment of employees to be developed separately, is not suitable for this assessment, but can be cited as objective data information on the results of the performance appraisal, as a basis for decision-making.
The eighth year of the sales force arrangement plan for the year the number of sales staff required for 20 people, of which 2 sales supervisors, sales clerks 18 people.
Third, the purpose of the assessment
1, in order to better guide the behavior of employees, strengthen employee self-management, improve performance, explore the potential of employees, while achieving better communication between employees and superiors, to create an excellent team with the potential for development and creativity, and to promote the realization of the company's overall strategic objectives.
2, in order to more accurately understand the work attitude of the workforce, personality, ability status, work performance and other basic conditions, for the company's personnel selection, job transfer, rewards and punishments, training and career planning to provide information basis.
Fourth, the scope of application
Performance appraisal is mainly a regular assessment of sales staff, suitable for all the company has been regularized formal sales staff. New sales internship employees, trainee employees, transfer, promotion, demotion, and other special stages of the assessment of employees to be developed separately, is not suitable for this assessment, but can be cited as the results of the performance appraisal of objective data information, as a basis for decision-making.
V. Evaluation classification and evaluation content
1, work attitude evaluation (15% of the total performance evaluation)
Tardiness, early departure, leave, overtime, etc. evaluation of employee attendance, overtime situation; each deduction of one point or one point for each day of leave of absence, sick leave does not deduction, in order to better complete the work of the initiative to work overtime once plus one point, and the willingness to comply with the work schedule of one plus one point. The first one is to add one point for the unplanned work.
The spirit of cooperation non-curve all the work of the task of collaboration and cooperation, especially the temporary work of the task initiative to actively undertake plus 1 point, shirking for no reason minus 1 point (typical events plus or minus a point, or regular democratic review)
2, the basic ability to assess (accounting for 15% of the total performance appraisal)
3, the business proficiency assessment (accounting for 20% of the total performance appraisal)
3, business proficiency evaluation (accounting for 20% of the performance appraisal)
4, sense of responsibility assessment (accounting for 25% of the total performance evaluation)
Star service norms fulfillment, customer opinion survey results summarize the assessment of employee service behavior, customer praise plus points, customer complaints deduct points.
6, coordination assessment (accounting for 25% of the total performance appraisal)
Six, performance management and performance appraisal should achieve the effect
1, to identify outstanding conduct and outstanding performance, identify poor conduct and poor performance, screening and differentiation of employees, so that the best talent to stand out;
2, to understand the organization's level of conduct and performance of everyone and to provide Character and performance level and provide constructive feedback, so that salespeople are clear about the company's evaluation of his work, know his supervisor's expectations and requirements, and know the company's standards and requirements for good employees?
3, to help managers to strengthen the correct behavior of subordinate personnel already, to promote effective and continuous communication between superiors and subordinate employees, to improve management performance;
4, to understand the needs of staff training and education for the company's training and development program to provide the basis.
5, the company's pay decisions, employee promotion and demotion, job transfer, bonuses, etc. to provide an accurate and useful basis;
6, to strengthen the departments and employees of the work plan and the clarity of the objectives, from the rough management to the direction of the monitoring and evaluation can be changed, is conducive to promoting the overall performance of the company, and is conducive to promote the overall objectives of the company to achieve.
VII. By-laws
1, the interpretation of this system belongs to the Ministry of Human Resources.
2, the final implementation of this system to the Ministry of Marketing.
3, the effective time of this system is **.
Sales Department performance appraisal program (2)
First, the work of the policy
1, performance appraisal and performance appraisal combined to improve the effectiveness of the work of the sales staff;
2, the embodiment of individual performance and the hotel's overall goal to reach a comprehensive agreement;
3, in accordance with the modern hotel Sales management system, build the sales team;
4, both focusing on the individual performance of sales staff, but also emphasizes the performance of the sales department group;
6, sales staff have risk and reward coexist, these two is the source of work;
7, strengthen the sales team members work with and assist the sex, no longer a one-man war;
8, the sales The assessment of the sales staff is an all-round appraisal, which can promote the comprehensive quality of sales staff to improve;
9, the sales department department department goals and hotel organizational goals into a positive relationship, and to promote the goal of achieving consistency.
In view of the above reasons, the sales department performance appraisal methods are formulated as follows:
Second, the principle of assessment: personal assessment and departmental assessment, both focusing on competition, pay more attention to the cooperation, personal, departmental, enterprise three unity.
Third, the purpose of the assessment: hotel efficiency, departmental performance, personal performance synchronization.
Fourth, sales management regulations:
1, the department head and each sales representative salary structure: basic salary + personal bonus + cell phone reimbursement + transportation + departmental bonus distribution;
2, the basic salary of the sales director were: yuan / month, cell phone costs 150 yuan / month, transportation? Yuan/month, sales representative probationary period basic salary were: 800 - 1000 yuan / month, cell phone charges 100 yuan / month, transportation? Yuan/month.
3, the head of the sales department management responsibilities for: organization and implementation of the completion of the hotel goals and objectives of the department; the development of the department's work system; coordination of sales representatives of the working relationship between the head of the sales department divided into sales representatives of the scope of work; coordination with the Department of Sales and the other departments of the working relationship between the Department of training and incentives to the sales staff; the hotel's product knowledge, sales knowledge, sales skills, and guest Communication skills training and assessment; sales department supervisor monthly sales staff need to carry out a comprehensive assessment; sales department supervisor to complete the hotel sales activities, holiday sales program planning, and the hotel manager in the store to provide business decision-making analysis information; by the head of the sales department to allocate customer resources; to guide the hotel sales staff to do a good job in their respective customer management work; collecting and organizing the customer profile information and customer information to guide the sales staff to carry out sales work. The director of the sales department allocates customer resources; guides the hotel sales staff to do customer management; collects and organizes customer file information and guides the sales staff to carry out sales work according to the customer information;
4. Departmental Establishment:
5. Approval of the performance of the sales staff of the Sales Department:
The appraisal can be included in the performance of the commission part of the performance;
5-1 The hotel's contractual customers consume in the hotel (business customers, booking centers, long private rooms, travel agencies);
5-2 The hotel's VIP card customers
5-3 hotel owners (but does not include free rooms)
The appraisal can not be counted as part of the performance commission;
5-5 hotels and the media offset advertising costs
5-6 hotel suppliers in the hotel to offset the consumption of goods
Six, the sales department department assessment indicators
1, according to the hotel's monthly operating indicators (the monthly operating indicators are based on the approval of the hotel's director of the hotel) Indicators are based on the hotel in charge of the approval of the lower limit for the benchmark, such as the need for adjustment, be sure to be amended by the manager of the store can be), the sales department room sales task of the hotel room business indicators of the proportion of: 60% (the following program temporarily as an example), for example, the hotel's monthly plan for the month of the index is 700,000 yuan, then the task of the Department of Sales for 420,000 yuan;
2, ** annual hotel room 6 -December revenue budget
3, according to the hotel's practices and trial operation of the operating conditions of the status quo, the tentative sales department's tasks accounted for 60% of the hotel room target tasks, the front office department accounted for ` 40% of the target tasks, the sales department in June-December target:
7, the hotel sales department department departmental team and individual commission distribution system:
1, the departmental team and individual commission distribution system:
2, the sales department's task is to provide the hotel with the best quality of service and the best quality of service. p>
1, the departmental team to mention the prize: monthly to reach the hotel reached the target performance number, performance over part of the 5% bonus; did not reach the target performance number, then do not mention the departmental bonuses. The sales department according to the above provisions of the departmental bonuses extracted by the head of the sales department according to the performance of the sales staff and the completion of the performance of the fair, just and open distribution to the sales staff, distribution results reported to the director of the store for storage.
2, the department's personal assessment, mention the prize distribution system:
Probationary period of employee assessment:
Salesman probationary base salary of 800 - 1,000 yuan, the hotel opened two months before the Department of Sales do not do the assessment of the performance of the wage, but the performance of the probationary period will be used as a test of the standard.
Positive test staff assessment:
Positive test staff monthly assessment of the task for the 7, 60,000 / month (but according to the hotel off-peak season to make appropriate adjustments) to complete the indicators of the full salary and allowances, where the sales staff failed to meet the individual quota targets in the month, the hotel will be able to complete the comprehensive quota of the sales staff according to the same proportion of the indicators of the month issued by the floating wage.
Individual commission bonus:
Option 1: bonus calculation using a progressive system, the specific list is as follows:
For example: a marketing staff of the month's quota target of 7, 60,000 yuan, if the actual performance of the month for ￥ 90,000 yuan, the excess income part of the ￥ 1, 40,000 yuan, according to the incentives policy, the marketing staff should get the bonus that month:
￥ 7600 x 5,000 yuan, the sales staff should get the bonus:
The sales staff will be able to complete the comprehensive quota target of the hotel in the same proportion of their variable salary that month. p> ￥ 7600 x 5% + ￥ 6400 x 10%
= ￥ 500 + ￥ 640
= ￥ 1140
The above rounding method and to the nearest whole number, where the remainder of the unit will not be issued.
The above excess incentives to thirty percent (30%) as the upper limit, and the cumulative sum of its excess bonus as the salesperson's excess target bonus for the month.
Option 2: Sales staff to complete the monthly assessment of the task, the excess is less than 50,000 excess part of 6% commission, more than 50,000 by 8% commission.
For example: a marketing staff of the month's quota target of 7, 60,000 yuan, if the actual performance of the month for ￥ 90,000 yuan, the excess income part of ￥ 1, 40,000 yuan, according to the incentive policy, the marketing staff should get the bonus for the month:
14000 * 6% = 840 yuan
Above the use of rounding and rounded to the nearest whole number, where the balance of units will not be issued.
Program 3: sales staff to complete the assessment task, according to the actual amount of sales tasks to give 10% commission.
For example: a marketing staff of the month's quota target of 7, 60,000 yuan, if the actual performance of the month for ￥ 90,000 yuan, calculated in accordance with the incentive policy, the marketing staff should get the bonus for the month:
90,000 * 10% = 900 yuan
Eight, the hotel's monthly performance appraisal of the Department of Sales and the sales staff performance appraisal regulations:
The assessment of the Sales Department: the resident of the Department of Sales and sales staff performance appraisal regulations:
IX, the above approach in the implementation of any objections, by the hotel director of the store, the head of the Sales Department, the head of the Finance Department, the head of the Department of Personnel and Administration **** with the ruling.
X. Departmental salary instructions:
1, take the hotel assessment of the department, departmental assessment of the individual, departmental tasks on a monthly basis.
2, monthly salesman salary according to the completion of the task.
3, the department of the salesman for task allocation and performance assessment, if the department to complete the task can be issued departmental bonuses, the department did not complete the task, the salesman to complete the task of the department does not issue bonuses salesman personal bonuses issued.
Sales Department performance appraisal program (3)
In order to mobilize the work of the department staff enthusiasm and creativity, to guide the staff to work hard to do their jobs, and constantly improve the efficiency and quality of work, according to the relevant provisions of the company, combined with the actual situation of the department, the development of this approach.
First, the basic principles of performance pay allocation
1, linked to performance, jobs, skills and contributions, the principle of reasonable gap;
2, open, fair and just principle;
3, regular assessment, the principle of monthly distribution.
Second, the performance appraisal content
1, the monthly assessment
The department's monthly assessment of personnel unified use of the "Employee Monthly Performance Appraisal Rules", the performance of the month to perform their job duties.
2, annual assessment
The annual assessment of the department staff by the average of the year's monthly assessment scores, annual work ability, attitude assessment to determine the synthesis.
Employee annual performance appraisal score = employee monthly performance appraisal score average × 70% + competency index assessment score × 15% + attitude index assessment score × 15%;
Departmental personnel annual performance appraisal score is located in the top 5% of the excellent.
Third, the monthly performance pay
Employees monthly performance pay according to the monthly performance appraisal to determine.
Employee monthly performance pay = monthly performance pay base × individual performance coefficient × monthly assessment coefficient
The Department of performance pay base according to the Department of work indicators to complete the Ministry of leadership to determine.
Fourth, the assessment process
First, the organization of the assessment
1, 28 days before the end of each month, each employee to their own work diary for the month to the Ministry of leadership.
2, the staff assessment, the minister's assessment score of 60%, the deputy minister and ministerial assistant assessment score of 20%.
Second, the performance feedback interview
5 days before the next month, the departmental leadership of the employee performance appraisal based on feedback interviews to help improve and enhance their work.
V. Other provisions
1, leave deducted 2 points / day, continuous or cumulative leave (except for legal holidays) 10 days (including 10 days), do not enjoy the month's performance pay;
2, absenteeism for half a day, deduction of 50% of the month's performance pay for myself, absenteeism for one day or more, deduction of the month's performance pay for individuals.
3, did not pay the month's working day reporter, deduction of personal performance pay for the month.
Marketing Department
**October 28, 2010