最新译文营销人员招聘方案设计外文文献翻译.docx

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

外文文献原文+译文

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