發(fā)布時(shí)間：2018-02-24 02:13

  本文關(guān)鍵詞： 勝任力 勝任力模型 招聘管理 甄選 招聘效果評(píng)估　出處：《深圳大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：在當(dāng)前新的經(jīng)濟(jì)環(huán)境下,企業(yè)不僅面臨產(chǎn)品和服務(wù)創(chuàng)新以及營(yíng)銷(xiāo)差異化的競(jìng)爭(zhēng),還面團(tuán)隊(duì)本身是否有競(jìng)爭(zhēng)力和創(chuàng)造力的新考驗(yàn)。如何招聘到與公司和崗位匹配良好的人才,也成為企業(yè)關(guān)心的問(wèn)題。本文圍繞“基于勝任力模型的FJ公司營(yíng)銷(xiāo)人員招聘體系優(yōu)化”展開(kāi)研究,針對(duì)FJ公司營(yíng)銷(xiāo)人員匹配度不高和流失率高的問(wèn)題,進(jìn)行深入分析發(fā)現(xiàn),要改善這一現(xiàn)狀,需要構(gòu)建FJ公司營(yíng)銷(xiāo)人員的勝任力模型和進(jìn)行招聘體系的優(yōu)化設(shè)計(jì)。本文基于勝任力模型及其應(yīng)用研究基礎(chǔ)上,對(duì)FJ公司實(shí)際狀況進(jìn)行了深入調(diào)研分析,通過(guò)訪談和歸納提煉出FJ公司營(yíng)銷(xiāo)人員勝任力要素為產(chǎn)品專(zhuān)業(yè)知識(shí)、營(yíng)銷(xiāo)專(zhuān)業(yè)知識(shí)、事業(yè)心、主動(dòng)性、自信、親和力、學(xué)習(xí)能力、人際關(guān)系能力和溝通談判能力。在此基礎(chǔ)上,通過(guò)構(gòu)建FJ公司營(yíng)銷(xiāo)人員的勝任力模型,結(jié)合營(yíng)銷(xiāo)人員的實(shí)際情況,提出了基于崗位分析、招聘流程設(shè)計(jì)、結(jié)構(gòu)化面試、無(wú)領(lǐng)導(dǎo)小組討論以及招聘效果評(píng)估等招聘優(yōu)化體系研究�；趧偃瘟δＰ偷腇J公司招聘優(yōu)化,能從源頭入手,對(duì)人才選拔做到有標(biāo)準(zhǔn)和匹配度的篩選,提高人才進(jìn)入團(tuán)隊(duì)后的適應(yīng)性和創(chuàng)造性�；趧偃瘟δＰ偷恼衅阁w系的應(yīng)用,能有效提高公司的招聘效率,節(jié)省成本和為企業(yè)的人才需求打下堅(jiān)實(shí)基礎(chǔ)和更好的實(shí)現(xiàn)公司發(fā)展戰(zhàn)略。本文研究彌補(bǔ)了以前研究對(duì)于消費(fèi)品行業(yè)的銷(xiāo)售人員的勝任力模型的不足,為消費(fèi)品行業(yè)的銷(xiāo)售人員招聘提供了參考和有效的甄選標(biāo)準(zhǔn)。同時(shí)FJ公司基于勝任力模型的招聘體系優(yōu)化研究,也給企業(yè)的人才招聘提供了方向參考。但本文在研究上還存在理論知識(shí)有限和樣本數(shù)量不大的不足,希望通過(guò)此文引發(fā)更多人來(lái)關(guān)注這個(gè)領(lǐng)域的研究。
[Abstract]:In the new economic environment, enterprises face not only the competition of product and service innovation and marketing differentiation, but also the new test of whether the team is competitive and creative. This paper focuses on the optimization of the recruitment system of marketing personnel in FJ company based on competency model. Aiming at the problems of poor matching degree and high turnover rate of marketing personnel in FJ company, the paper makes a deep analysis and finds out that, In order to improve this situation, it is necessary to construct the competency model and optimize the recruitment system of the marketing staff of FJ Company. Based on the competency model and its application research, this paper makes a thorough investigation and analysis on the actual situation of FJ Company. Through interviews and summarization, the factors of competence of marketing personnel in FJ Company are product professional knowledge, marketing professional knowledge, career, initiative, self-confidence, affinity, learning ability, interpersonal relationship ability and communication and negotiation ability. By constructing the competency model of marketing personnel in FJ Company and combining with the actual situation of the marketing personnel, this paper puts forward the job analysis, recruitment process design, structured interview, etc. The recruitment optimization of FJ company based on competency model can start from the source and select talent with standard and matching degree. The application of the recruitment system based on competency model can effectively improve the recruitment efficiency of the company. Cost saving, laying a solid foundation for the enterprise's talent demand and better realizing the company's development strategy. This paper makes up for the deficiency of the previous research on the competency model of the sales personnel in the consumer goods industry. It provides a reference and effective selection criteria for the recruitment of sales personnel in consumer goods industry. At the same time, the optimization of recruitment system based on competency model of FJ Company is studied. It also provides a reference for the recruitment of talents in enterprises. However, there are still some deficiencies in the research in this paper, such as the limited theoretical knowledge and the small number of samples, so we hope that more people will pay attention to the research in this field through this paper.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.82

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