本文關(guān)鍵詞：HZ公司銷售人員勝任力模型及應(yīng)用　出處：《中央民族大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： P2P金融 銷售人員 勝任力 勝任力模型

【摘要】：P2P金融是近幾年迅速發(fā)展起來的新興產(chǎn)業(yè),隨著行業(yè)的發(fā)展,競(jìng)爭(zhēng)越來越激烈,商業(yè)環(huán)境愈來愈復(fù)雜。HZ公司要在復(fù)雜激烈的競(jìng)爭(zhēng)中持續(xù)健康成長(zhǎng),企業(yè)利潤(rùn)是不可或缺的。要有利潤(rùn),首先就要有銷售業(yè)績(jī)。那么如何取得更優(yōu)秀的業(yè)績(jī),培養(yǎng)出更多符合公司發(fā)展需要的銷售人員成為企業(yè)發(fā)展的重中之重。該論文研究的目的是創(chuàng)建HZ公司銷售人員勝任力模型,檢驗(yàn)銷售人員勝任能力與銷售業(yè)績(jī)的相關(guān)性,并通過勝任力模型的應(yīng)用提高HZ公司的銷售業(yè)績(jī)。通過行為事件訪談、問卷調(diào)查獲得504項(xiàng)勝任力要素,經(jīng)過同義詞合并整理為35項(xiàng)勝任力要素。對(duì)35項(xiàng)勝任力要素進(jìn)行相近內(nèi)容合并,得出26項(xiàng)勝任力要素。對(duì)26項(xiàng)勝任力要素展開問卷調(diào)查(問卷制定參考李克特量表)來確定勝任力要素,在問卷調(diào)查過程中共收集了 297份有效問卷。通過spss 22.0軟件對(duì)問卷調(diào)查結(jié)果進(jìn)行因子分析,將勝任力要素進(jìn)行降維,得出初版勝任力模型,得到6個(gè)因子,22項(xiàng)勝任力要素。利用層次分析法,邀請(qǐng)21位專家對(duì)7個(gè)矩陣量表進(jìn)行兩兩比較,最終測(cè)算出勝任力各項(xiàng)要素的權(quán)重。通過對(duì)銷售管理人員進(jìn)行問卷調(diào)查,要求管理人員對(duì)銷售人員勝任能力進(jìn)行評(píng)價(jià),此輪共收集300份有效問卷,對(duì)問卷進(jìn)行處理,通過銷售人員勝任能力與其銷售業(yè)績(jī)的相關(guān)分析,得出銷售人員勝任水平和銷售業(yè)績(jī)有顯著的正相關(guān)關(guān)系。再次對(duì)此輪的份問卷進(jìn)行處理得出優(yōu)秀銷售人員勝任力各項(xiàng)要素的平均值與被調(diào)查的全體銷售人員的勝任力各項(xiàng)要素平均值進(jìn)行比較,找到差距,確定培訓(xùn)的優(yōu)先級(jí)。具體研究成果如下:一、HZ銷售人員勝任力模型及各項(xiàng)權(quán)重,共分為6個(gè)因子,22項(xiàng)勝任力要素。(一)知識(shí)15.039%:從業(yè)經(jīng)驗(yàn)4.78%、專業(yè)度4.46%、知識(shí)寬度4.69%、受教育程度1.09%;(二)技能30.57%:客戶經(jīng)營能力6.92%、交流表達(dá)能力8.51%、目標(biāo)管理能力4.45%、交往能力5.34%、銷售技巧5.34%;(三)社會(huì)角色/價(jià)值觀17.10%:團(tuán)隊(duì)精神6.55%、敢于付出10.54%;(四)自我概念13.499%:心理素質(zhì)1.40%、積極樂觀3.25%、自我管理3.74%、職業(yè)形象3.52%、挑戰(zhàn)突破1.58%;(五)特質(zhì)14.68%:努力勤奮3.99%、毅力3.10%、思維觀念2.30%、責(zé)任心5.28%;(六)動(dòng)機(jī)9.16%:求知欲望3.08%、成就欲望6.07%。二、銷售人員勝任水平與銷售業(yè)績(jī)的相關(guān)關(guān)系,顯著性檢驗(yàn)為0.000,0.0000.005,具有統(tǒng)計(jì)學(xué)意義。相關(guān)系數(shù)r=0.772,證明銷售人員勝任能力與銷售業(yè)績(jī)具有顯著的正相關(guān)關(guān)系。三、優(yōu)秀銷售人員與普通銷售人員差距及培訓(xùn)優(yōu)先級(jí)分類,按照差距值的大小依次分為4類:(一)努力勤奮、自我管理、目標(biāo)管理能力、敢于付出、銷售技巧、客戶經(jīng)營能力;(二)專業(yè)度、團(tuán)隊(duì)精神、責(zé)任心、毅力、交流表達(dá)能力、挑戰(zhàn)突破;(三)心理素質(zhì)、職業(yè)形象、交往能力、從業(yè)經(jīng)驗(yàn)、知識(shí)寬度、積極樂觀、成就欲望;(四)求知欲望、受教育程度、思維觀念。
[Abstract]:P2P finance is a new industry developed rapidly in recent years. With the development of the industry, the competition is becoming more and more intense, and the business environment is becoming more and more complex. Enterprise profit is indispensable. In order to have profits, first of all, there must be sales performance. So how to achieve better performance. Cultivating more salespeople to meet the needs of the development of the company has become the top priority of the development of enterprises. The purpose of this paper is to create a competency model of sales personnel in HZ Company. Test the correlation between sales competency and sales performance, and improve sales performance of HZ company through the application of competency model. Through behavioral event interviews, 504 competency factors were obtained by questionnaire survey. Through synonym consolidation into 35 competency elements. 35 competency elements for similar content combination. 26 competency factors were obtained. 26 competency factors were investigated by questionnaire (the questionnaire was made with reference to the Richter scale) to determine competency factors. A total of 297 valid questionnaires were collected in the course of the questionnaire survey. Factor analysis was carried out on the results of the questionnaire by spss 22.0 software. The competency factors were reduced and the first version competency model was obtained. Six factors and 22 competency factors were obtained. 21 experts were invited to compare 7 matrix scales by AHP. Finally calculate the weight of the elements of competency. Through the questionnaire survey of sales managers, the managers are required to evaluate the competency of sales personnel, this round collected a total of 300 valid questionnaires. To deal with the questionnaire, through the sales staff competency and their sales performance related analysis. It is concluded that there is a significant positive correlation between the competence level of the sales personnel and the sales performance. Thirdly, the average value of the elements of competency of the excellent sales personnel and the success of all the salespeople surveyed are obtained by processing the questionnaire again. The average value of various elements of willpower was compared. Find the gap, determine the priority of training. The specific research results are as follows: first, HZ sales personnel competency model and weight, a total of six factors. 22 competency elements. (1) knowledge 15.039: experience 4.78, professional 4.46, knowledge width 4.699.The level of education is 1.09; (2) skills 30.57: customer management ability 6.92, communication and expression ability 8.51, target management ability 4.45, communication ability 5.34, sales skill 5.34; (3) Social role / value 17.10: team spirit 6.55, dare to pay 10.54; (4) Self-concept 13.499: psychological quality 1.40, positive optimism 3.25, self-management 3.74, professional image 3.52, challenge 1.58; (v) trait 14.68: diligent 3.99, perseverance 3.1010, thinking 2.30, responsibility 5.28; (6) motivation 9.16: the desire for knowledge 3.08, the desire for achievement 6.07. second, the correlation between the level of competence of sales personnel and sales performance, the significant test is 0.000. 0.0000.005, with statistical significance. Correlation coefficient (r = 0.772) proves that there is a significant positive correlation between the competence of sales personnel and sales performance. 3. Excellent sales personnel and ordinary sales personnel gap and training priority classification, according to the value of the gap is divided into 4 categories: (1) hard work, self-management, goal management ability, dare to pay, sales skills. Customer management ability; (2) professionalism, team spirit, sense of responsibility, perseverance, communication and expression ability, challenge breakthrough; (3) Psychological quality, professional image, communication ability, experience, width of knowledge, positive optimism, desire for achievement; (4) the desire for knowledge, the level of education, and the idea of thinking.
【學(xué)位授予單位】：中央民族大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F724.6;F832.4

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本文編號(hào)：1381121