J公司售楼人员胜任力模型研究

发布时间：2018-05-30 02:48

本文选题：售楼人员 + 胜任力特征　；参考：《西安工业大学》2014年硕士论文

【摘要】：胜任力管理是企业人力资源管理系统中最重要的组成部分之一,胜任力模型是人力资源管理中最有效的工具。胜任力模型可以让人力资源管理者有一套符合企业战略价值的选人方法和选人标准,真正做到为企业的经营目标服务,而不是为部门负责人个人喜好,或部门的短期目标服务。基于模型建立的招聘评价工具更能获得业务部门和公司领导的认同,提高招聘效率。在培训的过程中,人力资源部门也可以将模型作为重要参考或指标,有效的投入资源进行人才培训。在绩效考核方面,人力资源部门能够拿出有效的评价依据,更好地推进企业可持续发展。本文以J公司一家中小型房地产开发公司为研究对象,通过深入剖析售楼人员管理中出现的问题,试图通过建立胜任力模型来解决售楼人员管理中的问题。通过行为事件访谈法(BEI)和文献分析法确定了售楼人员胜任力相关特征,同时运用问卷调查法对J公司售楼人员胜任力特征进行确定分析和筛选,层次分析法确定之间的权重,最终确定了J公司售楼人员胜任力模型,并对模型的有效性进行了检验。该模型是由专业素质(专业知识、业务技能)、工作能力(信息收集能力、团队合作精神、明确工作目标、适应能力、市场分析能力)、人格特征(自信、自控能力、诚信正直、工作认真负责、承担责任)、社会能力(关系的建立和保持、影响力、危机处理、沟通能力)、特别素质(敏锐洞察力、成就导向、服务意识、积极主动)这5大类20个胜任力要素构成的。这些胜任力要素足以能让J公司售楼人员胜任当前工作。最后本文将胜任力模型应用于人力资源管理相关模块进行了研究。
[Abstract]:Competency management is one of the most important components of enterprise human resource management system. Competency model is the most effective tool in human resource management. Competency model enables human resource managers to have a set of selection methods and criteria that accord with the strategic value of the enterprise, so that they can really serve the business objectives of the enterprise, rather than serving the department head's personal preferences or the department's short-term objectives. The model-based recruitment evaluation tool can gain the recognition of business departments and company leaders and improve recruitment efficiency. In the process of training, the human resources department can also use the model as an important reference or index to effectively invest resources for talent training. In the aspect of performance appraisal, human resources department can provide effective evaluation basis to promote the sustainable development of enterprises. This paper takes J Company, a small and medium-sized real estate development company, as the research object. Through deeply analyzing the problems in the management of sales personnel, this paper tries to solve the problems in the management of sales personnel by establishing a competency model. By using Behavioral event interview (Bei) and the literature analysis method, the author determines the relevant characteristics of the competency of the sales personnel. At the same time, the author uses the questionnaire method to determine and screen the competency characteristics of the sales personnel of company J, and the analytic hierarchy process (AHP) is used to determine the weight between them. Finally, the competency model of J company sales personnel is determined, and the validity of the model is tested. The model is made up of professional qualities (professional knowledge, business skills, ability to work (information-gathering ability, teamwork spirit, clear work objectives, adaptability, market analysis ability, personality traits (self-confidence, self-control, integrity, etc.). Responsible work, responsibility, social ability (relationship building and maintenance, influence, crisis management, communication skills, special quality (insight, achievement orientation, service awareness, etc.), Active) these 5 major categories of 20 competency elements. These competency elements are sufficient to enable J Company sales personnel to do the current job. Finally, the competency model is applied to the related modules of human resources management.
【学位授予单位】：西安工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.233.4

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