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论文编号：	13375
作者编号：	2120202916
上传时间：	2022/6/13 17:57:21
中文题目：	Q消防产品公司办事处负责人培养策略研究
英文题目：	Research on Cultivation Strategy of Director in Q Fire Products Company’s Offices
指导老师：	刘俊振
中文关键字：	办事处负责人；人才培养；人员培训；消防产品公司
英文关键字：	Director of the office; Talent cultivation; Personnel training；Fire products company
中文摘要：	随着社会经济的发展、固定资产投资的增加、我国城乡差距的缩小、居民生活质量的提升和防火意识的增强，催生出更多对消防产品的市场需求，这也带动了行业规模的扩张，为消防产品企业的发展提供了业务增长的机会。而企业的发展离不开人力资源的有力支撑。人力资源能够盘活和转化其他生产要素，进而促进企业战略目标的实现。 由于消防产品行业进入门槛的放宽，越来越多的行业外的公司加入到消防产品行业中，这无疑造成了行业内部更加激烈的竞争。而作为企业销售链末端、直接面对客户、为企业直接创造收益的办事处，它的整体水平直接关系着企业的品牌形象，决定了企业能否长期稳定发展。而契合企业发展目标的办事处负责人队伍的质量，不仅能够满足企业壮大对于业绩增长的需求，还能够发挥人力效能，通过管理的方式提升团队的绩效，促进企业和行业的发展。然而随着企业发展对于办事处负责人规模和质量的要求大幅提升，由于行业的特殊性，从招聘市场上直接招募的人才从岗位契合度和数量匹配度上很难同时满足企业的要求。面对企业扩张产生的巨大数量缺口，如何针对岗位后备人员开展内部培养，将人才培养成契合企业发展目标的第一资源是企业关注的焦点。 因此，本文以消防产品行业Q公司办事处负责人为研究对象，通过运用理论研究和案例分析相结合的方法，深入分析Q公司在业务扩张背景下对于办事处负责人的需求、目前培养的现状和培养存在的问题，并根据Q公司实际发展情况提出解决策略。通过提出构建胜任力模型和明确需求的内容策略，运用集中培训、高管带教、职位锻炼的方法策略和明确整体培养环节的流程策略等解决问题的思路来满足目前Q公司对于办事处负责人的需求。最后，在实施保障上也提供了从制度、组织、人才供给、职业生涯管理、预算、文化等方面进行策略落地的建议，希望对亟待解决类似问题的企业有参考意义。
英文摘要：	With the development of social economy and the increase of fixed asset investment, the narrowing of the gap between urban and rural areas, the improvement of residents’ quality of life and the enhancement of fire prevention awareness, more market demand for fire products has been generated, which has also driven the expansion of industry scale and provided business growth opportunities for fire product enterprises. The business growth of enterprises is inseparable from the basic guarantee of human resources. Human resources can revitalize and transform other production factors, and then promote the realization of enterprise strategic objectives. Due to the reduction of the entry threshold of the fire products industry, more and more companies outside the industry join the fire industry, which undoubtedly causes more fierce competition within the industry. As an office at the end of the enterprise's sales chain, directly facing customers and generates revenue for the enterprise office, its overall level is directly related to the brand image of the enterprise and determines whether the enterprise can develop stably for a long time. The quality of the team of office director fit in with the enterprise’s development objectives can not only meet the needs of enterprise growth for performance, but also unleash human efficiency, improve team performance through management, and promote the development of the enterprise and the industry.However, with the development of the enterprise, the requirements for the scale and quality of the director of the office are greatly improved. Due to the particularity of the industry, it is difficult for the talents directly recruited from the recruitment market to meet the requirements of enterprises in terms of position fit and quantity match. Facing the huge quantity gap produced by enterprise expansion,how to carry out internal cultivation for reserve personnel and cultivate talents into the first resource that accords with the development goal of enterprises is the focus of enterprises. Therefore, this article takes the director of the Q company office in the fire products industry as the research object, through the combination of theoretical research and case analysis, deeply analyzes the needs of Q company for the director of the office, the current situation of cultivation under the background of business expansion and the problems existing in the cultivation.And according to the actual Q company development proposes the solution strategy. By putting forward the content strategy of constructing a competency model and clarifying the needs, and using methods and strategies of centralized training, executive coaching , job rotation and clarifying the process strategy of the whole cultivation to meet the current Q company's demand for the director of the office. Finally, in terms of implementation guarantee,it also provides suggestions on strategy implementation from the aspects of system, organization, talent supply, career management, budget and culture, hoping to have reference significance for enterprises that urgently need to solve similar problems.
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