目前互聯(lián)網(wǎng)推廣是企業(yè)市場營銷推廣的主要手段之一,在互聯(lián)網(wǎng)推廣行業(yè)中,互聯(lián)網(wǎng)廠商作為經(jīng)營主體,大多采用在全國各地設(shè)置代理商作為其主要的經(jīng)營模式。為有效提高廠商業(yè)務(wù)的市場占有率,廠商會重點關(guān)注提升代理商的經(jīng)營水平與業(yè)務(wù)能力。因代理商分布全國各地,由廠商直接安排培訓(xùn)師到各個代理商進行培訓(xùn)的人力成本較高,為有效提高培訓(xùn)效率,減少廠商人力資源成本的支出,建設(shè)代理商的培訓(xùn)體系便成為了互聯(lián)網(wǎng)推廣企業(yè)的代理商體系建設(shè)中最為重要的一個環(huán)節(jié)。因此,如何通過代理商培訓(xùn)體系的搭建,利用代理商自有培訓(xùn)資源來有效提高代理商的整體素質(zhì),是互聯(lián)網(wǎng)行業(yè)經(jīng)營主體的關(guān)注重點。因互聯(lián)網(wǎng)推廣的行業(yè)特征和業(yè)務(wù)發(fā)展特性,推廣產(chǎn)品的更新迭代速度非常之快,產(chǎn)品的生命周期相對傳統(tǒng)行業(yè)而言較短。因此在代理商端而言,產(chǎn)品知識的獲取速度和質(zhì)量及產(chǎn)品營銷技巧的培訓(xùn)速度與應(yīng)用將直接影響互聯(lián)網(wǎng)廠商產(chǎn)品的市場宣傳覆蓋程度及業(yè)績完成情況,也直接影響了廠商對市場的影響力及控制力。故此,一個能快速響應(yīng)、迅速落地的代理商培訓(xùn)體系,對于廠商及代理商公司來說,都尤為重要�；ヂ�(lián)網(wǎng)搜索推廣業(yè)務(wù)也稱360搜索,是奇虎360公司商業(yè)化產(chǎn)品線上最重要的盈利產(chǎn)品。360搜索... 

【文章來源】：廣東外語外貿(mào)大學廣東省

【文章頁數(shù)】：113 頁

【學位級別】：碩士

【文章目錄】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter I Introduction
    1.1 Research Background
    1.2 Research Objective
    1.3 Research Significance
        1.3.1 Theoretical Significance
        1.3.2 Practical significance
    1.4 Research Methods
        1.4.1 Literature review
        1.4.2 Questionnaire
        1.4.3 Interview method
    1.5 Research Frame
Chapter II Literature Review
    2.1 Concepts of Training system
    2.2 Overseas and Domestic Research Status
        2.2.1 The learning organization
        2.2.2 Training development steps and process
        2.2.3 The principle of training
        2.2.4 Training effect evaluation
    2.3 The influencing factors of training
Chapter III Case Description
    3.1 Background Information of Qihoo 360 company
    3.2 Agent training system Status Description
        3.2.1 Knowledge examination success rate is low
        3.2.2 The agent has no clear functional departments and personnel in training
        3.2.3 The autonomous training ability is poor
        3.2.4 Training agents formulated related management practices
        3.2.5 No enterprise internal training document precipitation agents
Chapter IV Case Analysis
    4.1 The questionnaire survey
        4.1.1 Research Objects
        4.1.2 The Design of Questionnaire
        4.1.3 Reliability and Validity Test for Questionnaire
        4.1.4 Descriptive Analysis of Sample Data
        4.1.5 Satisfaction data analysis
    4.2 Interview
        4.2.1 Research Objects
        4.2.2 Interview design
        4.2.3 The interview sample descriptive analysis
    4.3 Research conclusion
    4.4 Cause Analysis
        4.4.1 The lack of perfect training regulation
        4.4.2 Training course design is not reasonable
        4.4.3 Trainer ability is insufficient
        4.4.4 The lack of training effect evaluation
Chapter V Solution
    5.1 Establish and improve the research process of the training needs
        5.1.1 Platform for the research and analysis of training needs
        5.1.2 Intelligent research and analysis the training needs
    5.2 Establish an effective trainer development mechanism
        5.2.1 Major trainer certification program
        5.2.2 Lieutenant colonel trainer certification program
        5.2.3 Colonel trainer certification program
    5.3 Establish a perfect mechanism of curriculum development and testing
        5.3.1 The national curriculum resources sharing platform
        5.3.2 Curriculum development ADDIE standard model
        5.3.3 Course test multi-dimensional evaluation
    5.4 Establish an effective training effect evaluation mechanism
        5.4.1 Response assessment online
        5.4.2 Learning evaluation differentiation
        5.4.3 Behavior evaluation and effect evaluation Systematization
    5.5 Build a good corporate study culture
        5.5.1 With social and mobile products break the learning disability
        5.5.2 Innovative learning form to improve the learning interest
        5.5.3 Rewards and recognition outstanding trainees
        5.5.4 Creating a learning environment
        5.5.5 The agent training organization structure standardization
Chapter Ⅵ Conclusion and Research Prospects
    6.1 Conclusion
    6.2 Innovation
    6.3 Limitations and Prospects
REFERENCE
APPENDIX


【參考文獻】：
期刊論文
[1]人力資源管理中的印象管理研究述評[J]. 嚴標賓,張興貴,邱林.  經(jīng)濟與管理評論. 2013(01)
[2]關(guān)于企業(yè)員工培訓(xùn)中存在的問題分析[J]. 李敏,于葵.  職業(yè)教育研究. 2009(10)
[3]企業(yè)員工培訓(xùn)的問題分析與對策研究[J]. 王相平.  商場現(xiàn)代化. 2007(35)
[4]淺談新時期企業(yè)員工培訓(xùn)的幾點思考[J]. 吳召軍.  中國西部科技. 2004(08)
[5]現(xiàn)代企業(yè)員工培訓(xùn)的思考[J]. 關(guān)明生.  人才瞭望. 2004(04)
[6]知識經(jīng)濟時代企業(yè)培訓(xùn)的變革[J]. 繆清照,劉煥榮.  石油教育. 2003(01)
[7]企業(yè)培訓(xùn)與企業(yè)創(chuàng)新[J]. 李浩.  成人教育. 2001(10)
[8]論學習的形式與實質(zhì)[J]. 張興貴.  心理科學. 2000(04)
[9]成就動機的跨文化研究述評[J]. 張興貴.  湛江師范學院學報. 1995(02)

碩士論文
[1]HY集團員工培訓(xùn)體系再設(shè)計[D]. 楊青梅.武漢理工大學 2007
[2]企業(yè)員工培訓(xùn)的理論與實踐研究[D]. 章景萍.安徽大學 2007



本文編號：3456059