The performance evaluation of automobile after-sales service is very important to the productivity and competitiveness of the organization. Job performance can be measured from the following three aspects:
(1) Financial statement of automobile after-sales service performance.
(2) Service income in automobile after-sales service.
(3) Other chain income assessment.
(2) Taking the performance evaluation of automobile after-sales service as an important reference index for enterprise decision-making.
For most automobile enterprises, if the performance of automobile after-sales service can be effectively evaluated, it is necessary not only to grasp the financial contribution of automobile after-sales service performance to the company, but also to provide decisive evaluation data for the management of automobile enterprises as a whole. Performance evaluation is an important reference index for enterprises to make strategic decisions, such as marketing strategy, service direction, vehicle renewal, parts production and sales decision, etc. Similarly, before forecasting market trends and implementing specific programs, if performance evaluation is not carried out, the selection criteria will be lost.
(C) After-sales service performance evaluation helps enterprises to better manage employees.
Performance evaluation is usually used for two main purposes: evaluating and helping employees to develop, which is an important aspect of employee management.
(1) The assessment includes:
1. Performance measurement: The performance level reflects the individual's contribution to the organization and provides a basis for personnel decisions such as appointment, dismissal and promotion.
Two. Remuneration: the amount of salary and bonus is determined according to the evaluation of work performance, and they can be given reasonable and equal compensation for their labor.
ⅲ. Motivation: This is an effective evaluation system partner. As long as the evaluation is reasonable and the rewards and punishments are clear, it will naturally have an incentive effect.
(2) Helping employees develop includes:
I strengthen the self-management of employees. Because performance evaluation strengthens the clear job requirements for employees, enhances their sense of responsibility, and clarifies what they should do to better meet expectations.
(2) Explore the potential of employees. By evaluating and exploring the potential of employees, they can be transferred to more challenging or more potential jobs, and unexpected work results may be achieved. Achieve better communication between employees and superiors. Performance evaluation provides an opportunity for communication between superiors and subordinates, which helps superiors to better understand the ideas of subordinates and subordinates to better understand the expectations of superiors for his work. This communication process can promote more consistent goals and tacit cooperation between superiors and subordinates.
Three. Improve employees' work performance. Through performance evaluation, employees can be clear about their achievements and shortcomings in their work, which can encourage them to play their strengths in future work, strive to improve their shortcomings and further improve their overall work performance.
In China, more and more employers attach importance to performance evaluation. The popularization and use of performance evaluation in China will certainly play an irreplaceable role in the reform of the employment system in Chinese enterprises and improve the enthusiasm of employees, and will have a far-reaching impact on promoting the atmosphere and mechanism of "respecting knowledge and talents" in enterprises. With the intensification of market competition, the growth and development of enterprises can not be separated from a road to cultivate their unique competitiveness by establishing efficient internal management systems and systems. The effectiveness of performance evaluation reflects the ability of enterprise strategy implementation, and its importance is gradually emerging.