本文選題：勝任力模型　切入點(diǎn)：培訓(xùn)體系　出處：《華東理工大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：G公司在紡織行業(yè)中縫紉線輔料的細(xì)分領(lǐng)域連續(xù)10年都排名世界前列,自上世紀(jì)80年代末開始經(jīng)過長期的努力得到穩(wěn)健的成長和發(fā)展。但如今紡織原材料市場已經(jīng)面臨著近乎白熱化的競爭現(xiàn)狀,公司的戰(zhàn)略轉(zhuǎn)型成為其求存和發(fā)展的迫切需要。而銷售代表作為公司的中堅力量,其素質(zhì)的高低及企業(yè)對銷售人員的管理都直接影響到生產(chǎn)經(jīng)營的優(yōu)劣和戰(zhàn)略目標(biāo)的實現(xiàn)與否。由此,優(yōu)秀銷售人才的培養(yǎng)與儲備以及保障銷售人員富有高效持久的戰(zhàn)斗力是公司品牌如何長遠(yuǎn)保持競爭力的關(guān)鍵所在。本文首先介紹了勝任力特征和勝任力模型的相關(guān)研究理論,闡述了勝任力模型的構(gòu)建方法、構(gòu)建流程;其次,對G公司的現(xiàn)狀及各級銷售代表的概況進(jìn)行了介紹,對G公司因缺失勝任力模型導(dǎo)致的問題進(jìn)行了分析,證實了構(gòu)建銷售代表勝任力模型的必要性和重要性;其三通過行為事件訪談等方法獲取了各級銷售代表的初始勝任力特征,并依據(jù)這些初始勝任力編制調(diào)查問卷,在對調(diào)查問卷進(jìn)行數(shù)據(jù)分析后得到G公司各級銷售代表的勝任力模型,該模型由12個勝任力要素構(gòu)成。最后,針對G公司的實際情況,對勝任力模型在各級銷售代表培訓(xùn)工作中的應(yīng)用進(jìn)行了一系列創(chuàng)新性研究分析,最終提出了如何對G公司銷售代表的培訓(xùn)工作進(jìn)行系統(tǒng)化的改善及制定相應(yīng)的優(yōu)化方案。
[Abstract]:G company in the textile industry sewing thread accessories in the subdivision of 10 consecutive years ranked the world's top, Since the end of -20s, the textile raw materials market has been faced with a situation of almost intense competition after a long period of efforts to achieve steady growth and development. The strategic transformation of the company has become an urgent need for its survival and development. The quality of the product and the management of the sales personnel have a direct impact on the quality of the production and operation and the realization of the strategic objectives. The cultivation and reserve of excellent sales personnel and the guarantee of effective and lasting combat effectiveness of sales personnel are the key to how to maintain the competitiveness of the company's brand in the long run. This paper first introduces the relevant research theory of competency characteristics and competency model. The construction method and process of competency model are expounded. Secondly, the current situation of G company and the general situation of sales representatives at all levels are introduced, and the problems caused by the lack of competency model in G company are analyzed. The necessity and importance of constructing the competency model of sales representative are confirmed. Thirdly, the initial competency characteristics of sales representative at all levels are obtained by means of behavior event interview, and the questionnaire is compiled according to these initial competencies. After the data analysis of the questionnaire, the competency model of the sales representatives at all levels of G Company is obtained, which is composed of 12 competency elements. Finally, according to the actual situation of G Company, This paper makes a series of innovative research and analysis on the application of competency model in the training of sales representatives at all levels, and finally puts forward how to systematically improve the training work of sales representatives in G Company and formulate corresponding optimization schemes.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.81

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