G纺织公司销售代表胜任力模型构建及在培训中的应用

发布时间：2018-03-15 03:10

本文选题：胜任力模型　切入点：培训体系　出处：《华东理工大学》2017年硕士论文　论文类型：学位论文

【摘要】：G公司在纺织行业中缝纫线辅料的细分领域连续10年都排名世界前列,自上世纪80年代末开始经过长期的努力得到稳健的成长和发展。但如今纺织原材料市场已经面临着近乎白热化的竞争现状,公司的战略转型成为其求存和发展的迫切需要。而销售代表作为公司的中坚力量,其素质的高低及企业对销售人员的管理都直接影响到生产经营的优劣和战略目标的实现与否。由此,优秀销售人才的培养与储备以及保障销售人员富有高效持久的战斗力是公司品牌如何长远保持竞争力的关键所在。本文首先介绍了胜任力特征和胜任力模型的相关研究理论,阐述了胜任力模型的构建方法、构建流程;其次,对G公司的现状及各级销售代表的概况进行了介绍,对G公司因缺失胜任力模型导致的问题进行了分析,证实了构建销售代表胜任力模型的必要性和重要性;其三通过行为事件访谈等方法获取了各级销售代表的初始胜任力特征,并依据这些初始胜任力编制调查问卷,在对调查问卷进行数据分析后得到G公司各级销售代表的胜任力模型,该模型由12个胜任力要素构成。最后,针对G公司的实际情况,对胜任力模型在各级销售代表培训工作中的应用进行了一系列创新性研究分析,最终提出了如何对G公司销售代表的培训工作进行系统化的改善及制定相应的优化方案。
[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.
【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.81

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