業務人員績效評估之探究：以Y公司H事業部為例

Abstract

完善的業務人員績效評估制度，除了應考量其業績表現，亦應將業務人員的工作行為與態度進行考核。完善績效評估制度不僅激勵業務人員提升個人績效，亦可以使其配合公司策略，以提高公司的獲利能力。業務人員是公司重要的資產，同時也是影響整個公司營運發展的主要關鍵因素。因此，本研究以一家藥品公司H事業部為個案單位，檢視如何制定合適的業務人員績效評估制度。本研究藉由訪談個案公司H事業部業務主管與內勤主管，探究原有績效評估方法的利弊，並就本研究所提出新的績效評估制度給予修改建議。根據訪談結果可知，個案公司原業務人員績效制度無法忠實反映業務人員工作績效。訪談結果亦顯示，現有的績效評估制度應輔以「非業績績效指標」。本研究彙整訪談意見後，提出適合H事業部的績效評估指標與方法。另外，本研究建議Y公司與同業建立業務人員有效的績效評估方法，讓績效評估在強調個人工作報酬，亦能兼顧到公司的經營管理與獲利。

A sound performance evaluation system for the sales persons should consider their performance and assess their work behavior and attitude. A sound performance evaluation system can motivate sales personnel to improve their performance and enable them to align with the company's strategies to improve the company's profitability. Sales personnel are important assets of the company and can affect the operation growth of a company. Therefore, this study examines how to establish a suitable performance evaluation system for sales personnel using the H division of a pharmaceutical company as a case unit. This study explores the advantages and disadvantages of the existing performance evaluation method by interviewing the case company's sales and back office supervisors ofthe H business department. Interviewees also provide suggestions for revising the new performance evaluation system proposed by this research. According to the interview results, the case company's existing performance system cannot faithfully reflect the work performance of sales personnel. The interview results also show that the existing performance evaluation system should be supplemented with "non-performance performance indicators." After summarizing the opinions from the interviews, this study proposes new performance evaluation indicators suitable for the H business unit. In addition, this study suggests that Company Y and its peers should establish an effective performance evaluation method for sales personnel. A good performance evaluation can emphasize personal work compensation and consider the company's management and profitability.