本文選題：連鎖企業(yè) + 店長(zhǎng)�。� 參考：《華北電力大學(xué)》2015年碩士論文

【摘要】：在經(jīng)濟(jì)全球化和國(guó)際局勢(shì)日益嚴(yán)峻的背景下,企業(yè)之間競(jìng)爭(zhēng)的核心就是人才的競(jìng)爭(zhēng)。美容行業(yè)作為一個(gè)新興的產(chǎn)業(yè),迅速成長(zhǎng)為發(fā)展速度最快的行業(yè)之一針對(duì)美容企業(yè)的員工隊(duì)伍建設(shè)管理而言,店長(zhǎng)的隊(duì)伍建設(shè)工作是重中之重。然而,國(guó)內(nèi)學(xué)者對(duì)美容企業(yè)的店長(zhǎng)的培訓(xùn)與開(kāi)發(fā)管理問(wèn)題較少研究。本文構(gòu)建了美容企業(yè)的店長(zhǎng)勝任力模型,并基于此,針對(duì)當(dāng)前美容企業(yè)店長(zhǎng)評(píng)價(jià)與培訓(xùn)現(xiàn)狀進(jìn)行了研究,提出了一系列可行方案。文章綜合運(yùn)用理論研究與實(shí)證研究相結(jié)合的方法,基于店長(zhǎng)勝任力模型,對(duì)美容企業(yè)如何進(jìn)行店長(zhǎng)評(píng)價(jià)、培訓(xùn)與開(kāi)發(fā)進(jìn)行了研究。在理論研究方面,梳理了勝任力理論以及勝任力模型開(kāi)發(fā)與構(gòu)建方法；在實(shí)證研究方面,首先以JFD美容連鎖機(jī)構(gòu)為研究對(duì)象,根據(jù)企業(yè)實(shí)際,重新設(shè)計(jì)了績(jī)效評(píng)價(jià)標(biāo)準(zhǔn)、確定了績(jī)效指標(biāo)權(quán)重,并運(yùn)用行為事件訪談法構(gòu)建勝任力模型及配套評(píng)價(jià)標(biāo)準(zhǔn),從而構(gòu)建了符合美容企業(yè)現(xiàn)有實(shí)際的店長(zhǎng)勝任力模型。其次,本文針對(duì)JFD美容連鎖機(jī)構(gòu)人力資源管理以及店長(zhǎng)培訓(xùn)與開(kāi)發(fā)管理現(xiàn)狀進(jìn)行了分析,在此基礎(chǔ)上,進(jìn)行了基于勝任力的店長(zhǎng)選拔管理流程設(shè)計(jì)、全面培訓(xùn)管理以及綜合培養(yǎng)模式設(shè)計(jì)等,最終實(shí)現(xiàn)了該企業(yè)的店長(zhǎng)培訓(xùn)與開(kāi)發(fā)管理水平的有效提升。
[Abstract]:Under the background of economic globalization and the increasingly severe international situation, the core of competition among enterprises is the competition of talents. As a new industry, the beauty industry has grown rapidly into one of the fastest growing industries. However, domestic scholars are less concerned about the training and development management of beauty shop managers. In this paper, the competency model of the shop manager of beauty enterprises is constructed, and based on this, the evaluation and training status of store managers in beauty enterprises are studied, and a series of feasible schemes are put forward. Based on the competency model of store manager, this paper studies how to evaluate, train and develop the store manager of beauty enterprises by using the method of combining theoretical research with empirical research. In the theoretical research, combing the competency theory and competency model development and construction methods; in the empirical research, first of all, take the JFD beauty chain as the research object, according to the enterprise reality, redesigned the performance evaluation standard. The weight of the performance index is determined, and the competency model and the matching evaluation standard are constructed by using the behavior event interview method, so that the competency model of the store manager is constructed in line with the actual situation of the beauty enterprise. Secondly, this paper analyzes the current situation of human resource management and store manager training and development management in JFD beauty chain, and then designs the process of selecting and managing store manager based on competence. The overall training management and the design of the comprehensive training mode have finally realized the effective improvement of the training and development management level of the store manager of the enterprise.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F721.7

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 鄢雪皎;試論企業(yè)發(fā)展戰(zhàn)略[J];企業(yè)活力;1994年08期

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本文編號(hào)：1986110