中文摘要 中文摘要 科学合理的绩效考核体系可以提高销售人员的工作潜力和积极性，对公司的 长期发展有着重要影响。本文首先对国内外有关绩效考核的理论背景、意义和内容 进行了初步的探讨，并在此基础上，对绩效考核的概念、理论依据、关键绩效指标 法、360度考核法等进行了较为深入的分析，为研究制造业销售人员绩效考核奠定 基础。其次，运用问卷调查法，对JL公司的销售人员绩效考核体系实际情况展开 调查和深入研究。对有效问卷的分析表明，JL 公司目前的绩效考核体系存在着考 核指标设定不合理不全面、考核流程不规范、考核体系认同度低等问题。然后对JL 公司目前销售部绩效考核问题的原因进行了详细的分析，有针对性和侧重性地分 别从销售人员绩效考核体系的考核主体、考核指标、考核内容等几个方面，提出了 具体的优化措施。本研究也可以为其他类似企业提供参考或进行借鉴。 关键词：销售人员；绩效考核体系；关键绩效指标 I 黑龙江大学硕士学位论文 Abstract A scientific and reasonable performance appraisal system can improve the work potential and motivation of sales staff and has an important impact on the long-term development of the company.In this paper, firstly, the theoretical background, meaning and content of performance appraisal at home and abroad are initially discussed, and on this basis, the concept of performance appraisal, theoretical basis, key performance indicator method and 360-degree appraisal method are analyzed in more depth to lay the foundation for studying the performance appraisal of sales personnel in manufacturing industry. Secondly, the questionnaire survey method was used to investigate and conduct an in-depth study on the actual situation of the performance appraisal system of sales personnel in JL Company. The analysis of the valid questionnaire shows that the current performance appraisal system of JL Company has problems such as unreasonable and incomprehensive appraisal index setting, irregular appraisal process, and low recognition of the appraisal system.Then a detailed analysis of the causes of the current performance appraisal problems in the sales department of JL Company was conducted, and specific optimization measures were proposed from several aspects such as the appraisal subject, appraisal index, and appraisal content of the performance appraisal system of sales personnel, respectively, in a targeted and focused manner. This study can also provide reference or make reference for other s