本文選題：證券公司 + 客戶經(jīng)理��； 參考：《北京郵電大學(xué)》2013年碩士論文

【摘要】：隨著金融市場規(guī)模的不斷擴大,金融行業(yè)人才需求持續(xù)增長,尤其對證券經(jīng)紀(jì)人、市場營銷類的低端人才和銀行客戶經(jīng)理、基金經(jīng)理、投融資經(jīng)理等高端職位人才的需求缺口非常大。然而,在證券公司中具有舉足輕重地位的客戶經(jīng)理存在三個問題：客戶經(jīng)理政策不到位,進入門檻略低；對客戶經(jīng)理的培訓(xùn)跟不上造成了其整體素質(zhì)有待提高；缺乏科學(xué)合理的激勵與約束機制。 目前,國內(nèi)外對勝任力的研究取得了很大的進展,勝任力模型可以有效地幫助企業(yè)建立更加有效的人力資源甄選、培訓(xùn)及薪酬考核系統(tǒng),這一全新的工具已經(jīng)在很多領(lǐng)域進行應(yīng)用并已取得良好的效果。 在這種背景下,本文試圖通過建立證券公司客戶經(jīng)理的勝任力模型來引導(dǎo)證券公司招聘和選拔到具有更高專業(yè)素質(zhì)的人才,并通過培訓(xùn)使客戶經(jīng)理獲得高績效的能力,通過更科學(xué)的績效考核形成有效的激勵機制。本文通過文獻法、工作分析法、行為事件訪談法和調(diào)查問卷法得出證券公司客戶經(jīng)理勝任力模型,即三個維度：個性特征(廉潔自律性、真誠、忠誠度、靈活性、獨立性、進取心、自信心),能力特征(溝通能力、信息管理能力、反應(yīng)能力、決策能力、計劃實施能力、創(chuàng)新能力、影響力),客戶服務(wù)特征(客戶導(dǎo)向、客戶關(guān)系建立及維護能力、成就欲、產(chǎn)品知識、誠信負(fù)責(zé)、客戶信息)。針對證券公司客戶經(jīng)理的招聘選拔、績效薪酬和培訓(xùn)管理,本文提出基于勝任力模型的解決方案。
[Abstract]:With the continuous expansion of the financial market, the demand for talents in the financial industry continues to grow, especially for securities brokers, low-end marketing professionals and bank account managers, fund managers, Investment and financing managers and other high-end positions of talent demand gap is very large. However, there are three problems in the account manager, who plays an important role in the securities company: the policy of the account manager is not in place, the threshold of entry is slightly lower, the training of the customer manager has not kept up with the need to improve the overall quality of the account manager; Lack of scientific and reasonable incentive and restraint mechanism. At present, great progress has been made in the research of competency at home and abroad. Competency model can effectively help enterprises to establish more effective human resource selection, training and salary assessment system. This new tool has been applied in many fields and has achieved good results. Under this background, this paper attempts to establish the competency model of the customer manager of the securities company to guide the securities company to recruit and select talents with higher professional quality, and to make the account manager obtain the ability of high performance through training. Through more scientific performance evaluation to form an effective incentive mechanism. Through the methods of literature, job analysis, behavior event interview and questionnaire, this paper obtains the competency model of customer manager of securities company, namely three dimensions: personality characteristics (integrity, self-discipline, sincerity, loyalty, flexibility, independence). Enterprising, confident, ability (communication ability, information management ability, response ability, decision making ability, plan implementation ability, innovation ability, influence ability, customer service characteristic (customer orientation, customer relationship building and maintenance ability), ability of decision making, plan implementation ability, innovation ability, influence ability, customer service characteristic (customer orientation, customer relationship establishment and maintenance ability, etc.) Desire to achieve, product knowledge, integrity and responsibility, customer information. Aiming at the recruitment and selection of customer manager, performance compensation and training management of securities company, this paper proposes a solution based on competency model.
【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F832.39

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本文編號：1812139