TS集团直销人员胜任力模型研究

发布时间：2018-06-16 18:35

本文选题：直销人员 + 胜任力特征　；参考：《西安石油大学》2015年硕士论文

【摘要】：自直销在1990年进入中国,到目前为止也仅仅是24年,在这短短的二十年中,中国的直销行业经历了很多大起大伏的发展过程,直销行业和直销企业在我国越来越多,而且有越来越多的人去从事直销领域的销售,直销在中国的行业中已经成为一股势头强劲的发展力量。与此形成对比的是,在中国专门针对直销人员的胜任力研究还很少,所以直销人员的胜任力研究对我国直销人员综合素质的提高,直销行业和直销企业的良性发展有着重要影响。本文以TS集团为研究对象,先经过对TS集团的人力资源管理和直销人员的胜任力现状做了前期的充分调研,根据所了解和掌握的基本情况,准备开始构建TS集团直销人员胜任力模型,筹备阶段阅读大量有关构建胜任力模型的文献,初步确立了直销人员通用的基本胜任力指标。通过行为事件访谈法对TS集团直销管理人员、高绩效的直销人员和一般绩效直销人员进行了事件访谈,初步获得了针对TS集团直销人员的胜任力指标。然后设计调查问卷,并向TS集团直销人员进行选样,对选取的被调查的直销人员分发试卷,统计数据,分析数据,运用层次法进行权重分析,通过收集和整理,确定了TS集团直销人员胜任力指标,最终建立了TS集团直销人员胜任力模型。
[Abstract]:Since direct selling entered China in 1990, so far it has only been 24 years. In this short period of 20 years, the direct selling industry in China has experienced a lot of big rise and fall development process, and there are more and more direct selling industries and direct selling enterprises in our country. And there are more and more people engaged in direct sales, direct selling in China has become a strong development force in the industry. By contrast, there is little research on the competence of direct sales personnel in China, so the research on the competence of direct sales personnel improves the comprehensive quality of direct sales personnel in China. Direct selling industry and direct marketing enterprises have an important impact on the benign development. This paper takes TS Group as the research object, first of all, through the human resource management of TS Group and the competency status of the direct sales personnel to do the preliminary sufficient investigation, according to the basic situation of understanding and mastering, We are going to start to construct the competency model of direct selling personnel in TS Group. In the preparatory stage, we have read a lot of literature about building competency model and established the general basic competency index of direct sales personnel. Through the behavior event interview method, the direct sales managers of TS Group, the high performance direct sales personnel and the general performance direct sales personnel were interviewed, and the competency index for the TS direct sales personnel was obtained. Then design the questionnaire, and select samples to the direct sales staff of TS Group, distribute the test papers, statistical data, analysis data, use the hierarchical method for weight analysis, through collecting and sorting out the selected direct sales personnel, The competency index of TS direct selling personnel is determined, and the competency model of TS direct selling personnel is established.
【学位授予单位】：西安石油大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F713.32

【参考文献】