奇虎360代理商培训体系的研究
发布时间：2021-10-24 21:59
目前互联网推广是企业市场营销推广的主要手段之一,在互联网推广行业中,互联网厂商作为经营主体,大多采用在全国各地设置代理商作为其主要的经营模式。为有效提高厂商业务的市场占有率,厂商会重点关注提升代理商的经营水平与业务能力。因代理商分布全国各地,由厂商直接安排培训师到各个代理商进行培训的人力成本较高,为有效提高培训效率,减少厂商人力资源成本的支出,建设代理商的培训体系便成为了互联网推广企业的代理商体系建设中最为重要的一个环节。因此,如何通过代理商培训体系的搭建,利用代理商自有培训资源来有效提高代理商的整体素质,是互联网行业经营主体的关注重点。因互联网推广的行业特征和业务发展特性,推广产品的更新迭代速度非常之快,产品的生命周期相对传统行业而言较短。因此在代理商端而言,产品知识的获取速度和质量及产品营销技巧的培训速度与应用将直接影响互联网厂商产品的市场宣传覆盖程度及业绩完成情况,也直接影响了厂商对市场的影响力及控制力。故此,一个能快速响应、迅速落地的代理商培训体系,对于厂商及代理商公司来说,都尤为重要。互联网搜索推广业务也称360搜索,是奇虎360公司商业化产品线上最重要的盈利产品。360搜索...
【文章来源】：广东外语外贸大学广东省
【文章页数】：113 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter I Introduction
1.1 Research Background
1.2 Research Objective
1.3 Research Significance
1.3.1 Theoretical Significance
1.3.2 Practical significance
1.4 Research Methods
1.4.1 Literature review
1.4.2 Questionnaire
1.4.3 Interview method
1.5 Research Frame
Chapter II Literature Review
2.1 Concepts of Training system
2.2 Overseas and Domestic Research Status
2.2.1 The learning organization
2.2.2 Training development steps and process
2.2.3 The principle of training
2.2.4 Training effect evaluation
2.3 The influencing factors of training
Chapter III Case Description
3.1 Background Information of Qihoo 360 company
3.2 Agent training system Status Description
3.2.1 Knowledge examination success rate is low
3.2.2 The agent has no clear functional departments and personnel in training
3.2.3 The autonomous training ability is poor
3.2.4 Training agents formulated related management practices
3.2.5 No enterprise internal training document precipitation agents
Chapter IV Case Analysis
4.1 The questionnaire survey
4.1.1 Research Objects
4.1.2 The Design of Questionnaire
4.1.3 Reliability and Validity Test for Questionnaire
4.1.4 Descriptive Analysis of Sample Data
4.1.5 Satisfaction data analysis
4.2 Interview
4.2.1 Research Objects
4.2.2 Interview design
4.2.3 The interview sample descriptive analysis
4.3 Research conclusion
4.4 Cause Analysis
4.4.1 The lack of perfect training regulation
4.4.2 Training course design is not reasonable
4.4.3 Trainer ability is insufficient
4.4.4 The lack of training effect evaluation
Chapter V Solution
5.1 Establish and improve the research process of the training needs
5.1.1 Platform for the research and analysis of training needs
5.1.2 Intelligent research and analysis the training needs
5.2 Establish an effective trainer development mechanism
5.2.1 Major trainer certification program
5.2.2 Lieutenant colonel trainer certification program
5.2.3 Colonel trainer certification program
5.3 Establish a perfect mechanism of curriculum development and testing
5.3.1 The national curriculum resources sharing platform
5.3.2 Curriculum development ADDIE standard model
5.3.3 Course test multi-dimensional evaluation
5.4 Establish an effective training effect evaluation mechanism
5.4.1 Response assessment online
5.4.2 Learning evaluation differentiation
5.4.3 Behavior evaluation and effect evaluation Systematization
5.5 Build a good corporate study culture
5.5.1 With social and mobile products break the learning disability
5.5.2 Innovative learning form to improve the learning interest
5.5.3 Rewards and recognition outstanding trainees
5.5.4 Creating a learning environment
5.5.5 The agent training organization structure standardization
Chapter Ⅵ Conclusion and Research Prospects
6.1 Conclusion
6.2 Innovation
6.3 Limitations and Prospects
REFERENCE
APPENDIX
【参考文献】：
期刊论文
[1]人力资源管理中的印象管理研究述评[J]. 严标宾,张兴贵,邱林. 经济与管理评论. 2013(01)
[2]关于企业员工培训中存在的问题分析[J]. 李敏,于葵. 职业教育研究. 2009(10)
[3]企业员工培训的问题分析与对策研究[J]. 王相平. 商场现代化. 2007(35)
[4]浅谈新时期企业员工培训的几点思考[J]. 吴召军. 中国西部科技. 2004(08)
[5]现代企业员工培训的思考[J]. 关明生. 人才瞭望. 2004(04)
[6]知识经济时代企业培训的变革[J]. 缪清照,刘焕荣. 石油教育. 2003(01)
[7]企业培训与企业创新[J]. 李浩. 成人教育. 2001(10)
[8]论学习的形式与实质[J]. 张兴贵. 心理科学. 2000(04)
[9]成就动机的跨文化研究述评[J]. 张兴贵. 湛江师范学院学报. 1995(02)
硕士论文
[1]HY集团员工培训体系再设计[D]. 杨青梅.武汉理工大学 2007
[2]企业员工培训的理论与实践研究[D]. 章景萍.安徽大学 2007
本文编号：3456059
【文章来源】：广东外语外贸大学广东省
【文章页数】：113 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter I Introduction
1.1 Research Background
1.2 Research Objective
1.3 Research Significance
1.3.1 Theoretical Significance
1.3.2 Practical significance
1.4 Research Methods
1.4.1 Literature review
1.4.2 Questionnaire
1.4.3 Interview method
1.5 Research Frame
Chapter II Literature Review
2.1 Concepts of Training system
2.2 Overseas and Domestic Research Status
2.2.1 The learning organization
2.2.2 Training development steps and process
2.2.3 The principle of training
2.2.4 Training effect evaluation
2.3 The influencing factors of training
Chapter III Case Description
3.1 Background Information of Qihoo 360 company
3.2 Agent training system Status Description
3.2.1 Knowledge examination success rate is low
3.2.2 The agent has no clear functional departments and personnel in training
3.2.3 The autonomous training ability is poor
3.2.4 Training agents formulated related management practices
3.2.5 No enterprise internal training document precipitation agents
Chapter IV Case Analysis
4.1 The questionnaire survey
4.1.1 Research Objects
4.1.2 The Design of Questionnaire
4.1.3 Reliability and Validity Test for Questionnaire
4.1.4 Descriptive Analysis of Sample Data
4.1.5 Satisfaction data analysis
4.2 Interview
4.2.1 Research Objects
4.2.2 Interview design
4.2.3 The interview sample descriptive analysis
4.3 Research conclusion
4.4 Cause Analysis
4.4.1 The lack of perfect training regulation
4.4.2 Training course design is not reasonable
4.4.3 Trainer ability is insufficient
4.4.4 The lack of training effect evaluation
Chapter V Solution
5.1 Establish and improve the research process of the training needs
5.1.1 Platform for the research and analysis of training needs
5.1.2 Intelligent research and analysis the training needs
5.2 Establish an effective trainer development mechanism
5.2.1 Major trainer certification program
5.2.2 Lieutenant colonel trainer certification program
5.2.3 Colonel trainer certification program
5.3 Establish a perfect mechanism of curriculum development and testing
5.3.1 The national curriculum resources sharing platform
5.3.2 Curriculum development ADDIE standard model
5.3.3 Course test multi-dimensional evaluation
5.4 Establish an effective training effect evaluation mechanism
5.4.1 Response assessment online
5.4.2 Learning evaluation differentiation
5.4.3 Behavior evaluation and effect evaluation Systematization
5.5 Build a good corporate study culture
5.5.1 With social and mobile products break the learning disability
5.5.2 Innovative learning form to improve the learning interest
5.5.3 Rewards and recognition outstanding trainees
5.5.4 Creating a learning environment
5.5.5 The agent training organization structure standardization
Chapter Ⅵ Conclusion and Research Prospects
6.1 Conclusion
6.2 Innovation
6.3 Limitations and Prospects
REFERENCE
APPENDIX
【参考文献】：
期刊论文
[1]人力资源管理中的印象管理研究述评[J]. 严标宾,张兴贵,邱林. 经济与管理评论. 2013(01)
[2]关于企业员工培训中存在的问题分析[J]. 李敏,于葵. 职业教育研究. 2009(10)
[3]企业员工培训的问题分析与对策研究[J]. 王相平. 商场现代化. 2007(35)
[4]浅谈新时期企业员工培训的几点思考[J]. 吴召军. 中国西部科技. 2004(08)
[5]现代企业员工培训的思考[J]. 关明生. 人才瞭望. 2004(04)
[6]知识经济时代企业培训的变革[J]. 缪清照,刘焕荣. 石油教育. 2003(01)
[7]企业培训与企业创新[J]. 李浩. 成人教育. 2001(10)
[8]论学习的形式与实质[J]. 张兴贵. 心理科学. 2000(04)
[9]成就动机的跨文化研究述评[J]. 张兴贵. 湛江师范学院学报. 1995(02)
硕士论文
[1]HY集团员工培训体系再设计[D]. 杨青梅.武汉理工大学 2007
[2]企业员工培训的理论与实践研究[D]. 章景萍.安徽大学 2007
本文编号：3456059
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