最新译文营销人员招聘方案设计外文文献翻译.docx
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最新译文营销人员招聘方案设计外文文献翻译.docx
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最新译文营销人员招聘方案设计外文文献翻译
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原文
Thedesignofmarketingpersonnelrecruitmentplan
NicholsL
Abstract
Inanincreasinglycompetitivemarkettoday'ssociety,astheenterprisedevelopmentandsurvivalofadequacyofhumanresourcesisthekeytoenterprisesinthecompetitionofthekeyfactors.Foranenterprisetorecruithighefficiency,highqualitypeoplecanmaketheenterprisethedailyoperationofmoregettwicetheresultwithhalftheeffort,isofunusualsignificancetoenterprise'sdevelopment.
Keywords:
marketingpersonnel,recruitment,recruitmentplan
1Introduction
Underthebackgroundofimprovingmodernbusiness,thecompetitionbetweentheenterprisesmoreandfiercer,thecompetitionisalsohappeningsubtlechangesthatis,fromtheadvancedproductiveforcesandproductioncompetitiongraduallyturnedtothe"person"thislivingresourcecompetition.Inasense,intoday'shumanresourcebecomesthefirstresource,whethertheenterprisehasasufficientnumberofhigh-qualitystaffteamhasbecomethekeyfactorstothesurvivalanddevelopmentorganization.Howbasedontheenterprisehumanresourcesmanagement,inviewoftheexistenceanddevelopmentoforganization,accordingtothequantityandtheresponsibilityofthehumanresourcedemand,choosescientificwaytoidentifyandrecruitqualifiedcandidates,andadoptscientificandeffectivescreeningmethodtorecruitsuitabletalents,becomeChineseandforeignscholarsandexcellententerprisemanagementanimportantsubjectofresearchandpractice.
2Thenecessityofrecruitmentplandesign
Anenterprisehumanresourcesmanagementofthesuccessdependsonrecruitenoughtalentandassignedtothecorrespondingpost,therefore,todesignasetofeffectiverecruitmentplanintheenterpriseplayakeyroleintheprocessofhiring.
2.1tomeettheneedsofthedevelopmentoftheenterprise
Enterprisewanttointheincreasinglycompetitiveinthemarketforlong-termsurvivalanddevelopment,andtointroduceadvancedscienceandtechnologytocompletethedevelopmentofnewproducts,allfortheperfectionoftheenterprisehumanresourcesrecruitmentandtalentputforwardhigherrequirements.
2.2therecruitmentworkoftheguidingroleofenterprises
Designrelatedeffectiverecruitmentplantohiringprocesstotheenterprisetoprovidescientific,objectiveandfavorablebasis,andcancarryonthesystemarrangementoftherecruitmentprocess,makeenterpriserecruitmentcanbemoreorderly.
2.3improvetheefficiencyofenterpriserecruitment
Designrelatedeffectiverecruitmentsolutionsareneededtoclearthebusinesspersonnelstructure,andmaketherecruitingworkbecomemoretargeted,thusreducethestaffturnoverrateoftheenterprise,atthesametime,thestructureofclearpersonnelcanguaranteetheenterprisethefairnessofthedistributionofthework,effectivelyreducetheemployeediscontentmaybeproduced.
3marketingpersonnelrecruitmentplan
3.1marketingpersonnelarequalifiedforqualitycharacteristics
Recruitmentisanimportantprincipleof"peoplepostmatch",themarketingpostdirectservicesinthemarket,servethecustomercharacteristics,moreneedtoclarifyitsresponsibilitythroughjobanalysis,soastoimprovethepersonnelmatchdegree,improvethevalidityoftheselection.Throughtheanalysisofthesurveystatistics,andaskforthecompanygeneralmanagerandisresponsibleforthemarketingworkofmanagersandsalesstaff,toeventuallydeterminethemarketingpersonnelqualifiedforquality,hasbeenclearaboutthecompanymarketingpersonnelarequalifiedforqualityfeatures:
Businessplanningknowledge:
familiarwithmarketingprofessionalknowledge,productcoreparameters,thebasicconfiguration,processprinciple,basiccommonsense;Communicationskills:
referstothemutualunderstandingandcommunicationwiththecustomercommunicationskills,butaccordingtothedifferentcharacteristicsofcustomers,clear,conciseandfrankexchangeofinformationandideas,listentoandaccepttheopinionsofthecustomers,toprovideinformationtohelp,friendlyandkind,andactiontothecustomertomakecustomersfeelcomfortable;Resilience:
somethingquick,flexibletoadapttotheworkingability,dealwiththeproblemandmarkethighvigilance,stronglearningability;Theteamcooperationability,workattitudepositive,cooperative,payattentiontotheinterestsoftheorganizationratherthantheinterestsoftheindividual;Theabilitytohandleinterpersonalrelationships,canbeobtainedinashortperiodoftimethecustomertrustandestablishthecooperationrelations,intheindustryhavecontactscircle,regularlyvisitcustomersandestablishgoodcommunication;Interpersonalinsight:
cansensethecustomer'smotivation,emotion,behavior,understandandaccuratelydeterminethestrengthsandlimitationsofothers;Marketanalysis:
facingthecomplexmarketenvironmenttomakeobjectiveevaluation;Initiative:
perseveranceofperseveranceanddetermination,taketheinitiativetoseizetheopportunity,theabilitytoactquickly,moreefforttowork.Confidence:
confidenceintheirabilityandconfidencetodealwithvariouschallenges,facefailuredon'tgiveup,positiveresponse,goodreflectionfromthefailuretoobtainabiggersuccess;Affinity,goodatusingtheirownwordsanddeedsmakecustomersfeelkind,positiveinfluenceoncustomer;Spontaneousforworkachievementdesire:
setagoal,adesireforachievementisextremelystrongandpower,hasthedesiretotakeonmoreresponsibility,goodatsummaryandreflection,andaction,untilsuccess;Influence:
longerthantopersuade,induce,touched,influencecustomer,inordertogetcustomersupport,goodinfluencetothecustomer,changethecustomerbehavior,isacustomerconsistentwithyourself;Customerorientation:
forcustomerstoprovidepre-sale,sale,after-salesservice,andprovideconsultanttotheimportantdecisionsmadebythecustomer;Thesenseofresponsibility,astrongsenseofresponsibilityandprofessionaldedication,organiccombinationofpersonalandcorporatedevelopmentgoalstoworkconsciously.
3.2basedontheanalysisofhumanresources
TherearemanyfactorsthatcaninfluencetheMarketingDepartmentofhumanresourcesdemand,andthedemandforcurrentandfuturehumanresourcesthemaininfluencefactoristheinfluenceofthedevelopmentstrategyofthecompany.Toclearthecompany'sdevelopmentstrategictarget,itisfirsttoanalyzetheinternalandexternalenvironment,clearstrategicobjectivesofthemarketingsectionbytheenterprisedevelopmentstrategyare:
productsalestoincreaseby10%everyyear;Productbrandbuilding;Expandrelatedbusinesses.Toachievethesegoals,itmustbesupportedwithcorrespondinghumanresourcemanagement.ThisdeterminestheMarketingDepartmentisthefocusofthehumanresourcemanagementinthecurrentandfuture,rapidconstructionandreserveshighqualityandstablemarketingpersonnel.Thisembodiedintheenterprisehumanresourcesmanagement,recruitmentmanagementistostrategicgoals,accordingtotheMarketingDepartmentwillfocusonhiringformarketingpersonnelrecruitment.Humanresourcesdemandforecastisbasedonenterprisemanagementstrategy,developmentplan,responsibility,integratedallsortsofinfluencingfactors,totheenterprisehumanresourcesdemandofquantity,qualityandtimeforecastprocess.
4Thecareerdevelopmentsystem
Careerdevelopmentsystemisaenterpriseinternalselectionofoutstandingemployeestofillapracticalmethodofmarketingopenings,underthissystem,theenterprisedesignandimplementationofacareerpathforhighpotentialstaff,makethemthroughtrainingorrotationaltrainingtoadapttospecifictargets.Careerdevelopmentsystemmainlyhastheadvantagesofthetwo:
oneishighpotentialemployeesaremorelikelytostayintheorganization;2itisabletoquicklyfindjobvacanciestheorganizationqualifiedreplacement.Createacareerdevelopmentsystem,firstofall,inaccordancewiththeresponsibilitiesofdifferentpositions,levels,promoterotationistodesignarobustpositionsystem;Secondtojobperformanceasthebasis,thatis,tohaveaperformancemanagementsystem,basedonemployeeperformanceevaluation,toevaluatetheemployees'workability,establishthearchivesonemployeedevelopment.Againclearintention,employeecareerdevelopmenttohelpemployeesdevelopindividualcareerplanning.Enterprisesshouldtrytodevelopsomechallenges,thedevelopmentoftheposttoproviderotationaltrainingopportunitiesforhighpotentialemployees,toemployees'preferencesandabilitytowork,todowillbethebestpeopleinthemostappropriateplace,andlethimplaytheirownadvantagestoachievegoodperformance.
5Externalrecruitment
5.1Advertisingtorecruit
Usingmediasuchasnewspapers,tradepublicationsandTVadvertisementfromtheenterprisetothecommunity,toattractapplicantsapplyforsubmission.Heretopayattentiontotwoquestions:
oneistheadvertisingmodeselectionstrategy,tonotehererecruitmentbudgetsandjobcharacteristics.Inviewofthenewspaperhavestrongregionalfeatures,sothenewspaperadvertisingismoresuitableforthequalifiedcandidateswithinacertainregion.Professionalmagazinetargetedtotheindustrystronger,sosuitableforrecruitingprofessionaltalents;Televisionadvertisingsuchascanandimproveorganizationalprofile,thecombinationofcanreceiveunexpectedgoodresults.Second,theattentiontothedesignofthecontentoftheadvertisement.Advertisingcorecontentshouldincludethejobrequirementsforqualityandorganizationforeligiblecandidateswelcome,namelytojobseekersattention;Toa
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