本文選題：勝任特征模型 + 營銷人員�。� 參考：《山東大學(xué)》2013年碩士論文

【摘要】：知識經(jīng)濟(jì)時(shí)代,人力資本是企業(yè)核心競爭力的最重要的組成部分,不斷開發(fā)和獲取人力資本,并使之不斷增值,將為企業(yè)的持續(xù)發(fā)展帶來源源不斷的原動力。勝任特征模型的理論研究和實(shí)踐被認(rèn)為是現(xiàn)代人力資源管理的一項(xiàng)重要的基礎(chǔ)性工作,廣泛受到人力資源管理等領(lǐng)域?qū)＜覍W(xué)者的關(guān)注。員工培訓(xùn)作為企業(yè)人力資本增值的主要手段,在為企業(yè)創(chuàng)造價(jià)值、提升核心競爭力方面越來越發(fā)揮出關(guān)鍵性作用。如何將勝任特征模型應(yīng)用于企業(yè)的培訓(xùn)管理體系,為企業(yè)不斷提升人力資本,成為人力資源研究的重點(diǎn)課題之一。 本文主要采用文獻(xiàn)研究法、問卷調(diào)查法、行為事件訪談法、專家討論法等研究方面,以ZHB公司的營銷人員作為研究對象,對ZHB公司營銷人員的培訓(xùn)現(xiàn)狀進(jìn)行了調(diào)查分析,找出存在的主要問題,主要包括理念上的誤區(qū)、培訓(xùn)內(nèi)容設(shè)計(jì)缺乏依據(jù)、忽視員工能力素質(zhì)的開發(fā)、缺乏科學(xué)有效的培訓(xùn)評估等；在此基礎(chǔ)上,運(yùn)用勝任特征模型的相關(guān)理論,結(jié)合公司的實(shí)際情況建立了包含責(zé)任感、成就動機(jī)、主動性、自信、溝通能力、影響力、執(zhí)行力等八項(xiàng)特征要素在內(nèi)的ZHB公司營銷人員的勝任特征模型；找出了ZHB公司營銷人員整體勝任特征現(xiàn)實(shí)水平與崗位要求水平之間的差距較大的四項(xiàng)要素：責(zé)任感、成就動機(jī)、溝通能力、執(zhí)行力；設(shè)計(jì)了基于勝任特征模型的ZHB公司營銷人員培訓(xùn)體系,進(jìn)行了營銷人員培訓(xùn)需求分析,制定了培訓(xùn)計(jì)劃,并且圍繞勝任特征能力有針對性的設(shè)計(jì)了培訓(xùn)效果評估表,為培訓(xùn)體系的持續(xù)改進(jìn)奠定了科學(xué)的基礎(chǔ)。 本文的研究過程中,創(chuàng)新性的建立了ZHB公司營銷人員勝任特征模型,并驗(yàn)證了該勝任特征模型是營銷人員取得優(yōu)秀績效的關(guān)鍵能力,并根據(jù)營銷人員整體勝任特征現(xiàn)實(shí)水平與崗位要求水平的差距,有針對性的設(shè)計(jì)了培訓(xùn)內(nèi)容和培訓(xùn)效果評估方案,使培訓(xùn)體系能夠真正的提升營銷人員的成長。 本文的研究為ZHB公司解決了長期影響影響營銷人員成長的培訓(xùn)問題,為公司人才的培養(yǎng)和儲備搭建了一個(gè)科學(xué)有效的平臺,也為公司的人力資源管理工作奠定了扎實(shí)的基礎(chǔ),從而為ZHB公司的長遠(yuǎn)發(fā)展提供了重要的人才保障。
[Abstract]:In the era of knowledge economy, human capital is the most important component of the core competence of an enterprise. Continuously developing and acquiring human capital and making it add value will bring a steady stream of motive force for the sustainable development of enterprise. The theoretical research and practice of competency model is regarded as an important basic work of modern human resource management, and has been widely concerned by experts and scholars in human resource management and other fields. As the main means of human capital increment, employee training plays a more and more important role in creating value for enterprises and enhancing core competitiveness. How to apply competency model to the training management system of enterprises is one of the key topics in the research of human resources. This article mainly adopts the literature research method, the questionnaire survey method, the behavior event interview method, the expert discussion method and so on research, takes the ZHB company's marketing personnel as the research object, has carried on the investigation and the analysis to the ZHB company marketing personnel training present situation. To find out the main problems, including the misunderstanding of concept, the lack of basis for the design of training content, the neglect of the development of employees' ability and quality, the lack of scientific and effective training evaluation, etc. On this basis, the relevant theories of competency model are used. According to the actual situation of the company, the competency model of ZHB marketing personnel including responsibility, achievement motivation, initiative, self-confidence, communication ability, influence, executive ability and so on is established. Found out the ZHB company marketing personnel overall competency reality level and the post request level between the big disparity four essential factors: the responsibility, the achievement motive, the communication ability, the execution ability; This paper designs the training system of marketing personnel based on competency model in ZHB Company, analyzes the training needs of marketing personnel, formulates the training plan, and designs a training effect evaluation table around competency. It lays a scientific foundation for the continuous improvement of the training system. In the research process of this paper, the author creatively establishes the competency model of marketing personnel in ZHB Company, and verifies that the competency model is the key ability for the marketers to achieve excellent performance. And according to the gap between the realistic level of marketers' overall competence and the level of post requirements, the training content and training effect evaluation program are designed, so that the training system can really enhance the growth of marketing personnel. The research in this paper has solved the training problem that affects the growth of marketing personnel for a long time, set up a scientific and effective platform for training and reserving talents, and laid a solid foundation for the human resource management of the company. Thus for the long-term development of ZHB company to provide an important talent guarantee.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.72

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