【摘要】：隨著加入世界貿(mào)易組織,中國(guó)的市場(chǎng)開放程度日漸提高,與越來(lái)越多的國(guó)家簽訂了雙邊貿(mào)易自由化協(xié)定。這必然要求政府對(duì)外貿(mào)經(jīng)營(yíng)者的管理從過(guò)去的授權(quán)特許經(jīng)營(yíng)轉(zhuǎn)變?yōu)樽杂蓚浒附?jīng)營(yíng)。由此,過(guò)去依靠政府授權(quán)特許經(jīng)營(yíng)的政策紅利占得先機(jī)的傳統(tǒng)外貿(mào)企業(yè)就失去了特殊地位,進(jìn)入了充分競(jìng)爭(zhēng)的市場(chǎng)機(jī)制中。這種地位的轉(zhuǎn)變要求傳統(tǒng)外貿(mào)企業(yè)更加重視業(yè)務(wù)員這一關(guān)鍵人才的建設(shè)。對(duì)傳統(tǒng)外貿(mào)企業(yè)而言,外貿(mào)業(yè)務(wù)員的績(jī)效直接影響公司年度目標(biāo)的完成狀況。如何建設(shè)一支高績(jī)效的業(yè)務(wù)員隊(duì)伍成為傳統(tǒng)外貿(mào)企業(yè)人力資源管理的重要任務(wù)。本文正是針對(duì)上述問(wèn)題,運(yùn)用現(xiàn)代人力資源管理工具“勝任力模型”理論,以筆者所在單位ZIB公司為案例,構(gòu)建出外貿(mào)業(yè)務(wù)員崗位的勝任力模型結(jié)構(gòu)并運(yùn)用于招聘環(huán)節(jié)。主要內(nèi)容為:1、概括綜述國(guó)內(nèi)外勝任力及勝任力模型研究現(xiàn)狀,論述了勝任力理論的定義、歷史發(fā)展、研究方法及勝任力模型的結(jié)構(gòu)、要素。在此基礎(chǔ)上,討論了勝任力模型的構(gòu)建方法和步驟。2、以ZIB公司外貿(mào)業(yè)務(wù)員為被試對(duì)象,采用行為事件訪談法,對(duì)訪談結(jié)果進(jìn)行整理、特征編碼,經(jīng)過(guò)SPSS軟件的數(shù)據(jù)處理,得出外貿(mào)業(yè)務(wù)員崗位初步的勝任力模型并加以檢驗(yàn),最終構(gòu)建出ZIB公司外貿(mào)業(yè)務(wù)員崗位的勝任力模型。該勝任力模型包括“二項(xiàng)技能、三項(xiàng)能力、四項(xiàng)意識(shí)、五項(xiàng)素質(zhì)”,即最底層的學(xué)習(xí)能力、靈活變通能力和溝通能力這三項(xiàng)能力,外層的市場(chǎng)開拓與維護(hù)技能、供應(yīng)鏈管理技能這兩項(xiàng)技能,中層的雙贏意識(shí)、服務(wù)意識(shí)、風(fēng)險(xiǎn)意識(shí)、專業(yè)意識(shí)這四項(xiàng)意識(shí),最里層的誠(chéng)信、成就欲、責(zé)任心、嚴(yán)謹(jǐn)、堅(jiān)韌性這五項(xiàng)素質(zhì)。同時(shí)對(duì)模型在招聘中的應(yīng)用進(jìn)行了闡述。本文的研究結(jié)果構(gòu)建出ZIB公司外貿(mào)業(yè)務(wù)員崗位的勝任力模型,對(duì)提高公司的招聘效率和甄選人才的針對(duì)性有實(shí)踐意義。同時(shí),ZIB公司在外貿(mào)行業(yè)具有非常典型的代表性,本研究結(jié)果對(duì)同類企業(yè)在外貿(mào)業(yè)務(wù)員的選拔招聘、培訓(xùn)開發(fā)、績(jī)效與薪酬管理等人力資源管理工作具有參考意義。
[Abstract]:With China's accession to the World Trade Organization (WTO), China's market opening is increasing and bilateral trade liberalization agreements have been signed with more and more countries. This inevitably requires the government management of foreign trade operators from the previous authorized franchising to free record-keeping business. As a result, the traditional foreign trade enterprises, which used to rely on the policy dividends authorized by the government to take advantage of the opportunity, lost their special position and entered the fully competitive market mechanism. This change of status requires the traditional foreign trade enterprises to pay more attention to the construction of the key talents. For traditional foreign trade enterprises, the performance of foreign trade salesmen directly affects the achievement of the company's annual objectives. How to build a high-performance salesmen team has become an important task of human resources management in traditional foreign trade enterprises. In view of the above problems, this paper uses the theory of competency model of modern human resource management tool, and takes the ZIB company of the author as an example, constructs the competency model structure of the position of foreign trade salesperson and applies it to the recruitment link. The main contents are as follows: 1. The research status of competency and competency model at home and abroad is summarized, and the definition, historical development, research methods, structure and elements of competency model are discussed. On this basis, the construction method and steps of competency model are discussed. 2. Taking the foreign trade salesperson of ZIB Company as the subject, the interview results are sorted out, the feature coding is carried out, and the data processing of SPSS software is carried out by using the behavior event interview method. A preliminary competency model of foreign trade salesmen is obtained and tested. Finally, the competency model of foreign trade salesmen of ZIB Company is constructed. The competency model includes "two skills, three abilities, four consciousness, five qualities", that is, the lowest learning ability, the flexibility ability and the communication ability, and the outer market development and maintenance skills. Supply chain management skills these two skills, middle-level win-win awareness, service awareness, risk awareness, professional awareness of the four consciousness, the lowest level of integrity, achievement desire, responsibility, rigor, tenacity, these five qualities. At the same time, the application of the model in recruitment is described. The research results of this paper construct the competency model of foreign trade salesmen in ZIB Company, which is of practical significance to improve the recruitment efficiency and the pertinence of talent selection in the company. At the same time, ZIB Company has a typical representation in the foreign trade industry. The results of this study have reference significance for the similar enterprises to select and recruit foreign trade salesmen, training and development, performance and salary management and other human resources management work.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92
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本文編號(hào)：2436962