最新译文营销人员招聘方案设计外文文献翻译.docx

1、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The design of marketing personnel recruitment planNichols LAbstractIn an increasingly competitive market todays society, as the enterprise development and survival of adequacy of human resources is the key to enterprises in the competition of the key factors. For an e

2、nterprise to recruit high efficiency, high quality people can make the enterprise the daily operation of more get twice the result with half the effort, is of unusual significance to enterprises development.Keywords: marketing personnel, recruitment, recruitment plan1 IntroductionUnder the backgroun

3、d of improving modern business, the competition between the enterprises more and fiercer, the competition is also happening subtle changes that is, from the advanced productive forces and production competition gradually turned to the person this living resource competition. In a sense, in todays hu

4、man resource becomes the first resource, whether the enterprise has a sufficient number of high-quality staff team has become the key factors to the survival and development organization. How based on the enterprise human resources management, in view of the existence and development of organization

5、, according to the quantity and the responsibility of the human resource demand, choose scientific way to identify and recruit qualified candidates, and adopt scientific and effective screening method to recruit suitable talents, become Chinese and foreign scholars and excellent enterprise managemen

6、t an important subject of research and practice.2 The necessity of recruitment plan designAn enterprise human resources management of the success depends on recruit enough talent and assigned to the corresponding post, therefore, to design a set of effective recruitment plan in the enterprise play a

7、 key role in the process of hiring.2.1 to meet the needs of the development of the enterpriseEnterprise want to in the increasingly competitive in the market for long-term survival and development, and to introduce advanced science and technology to complete the development of new products, all for

8、the perfection of the enterprise human resources recruitment and talent put forward higher requirements.2.2 the recruitment work of the guiding role of enterprisesDesign related effective recruitment plan to hiring process to the enterprise to provide scientific, objective and favorable basis, and c

9、an carry on the system arrangement of the recruitment process, make enterprise recruitment can be more orderly.2.3 improve the efficiency of enterprise recruitmentDesign related effective recruitment solutions are needed to clear the business personnel structure, and make the recruiting work become

10、more targeted, thus reduce the staff turnover rate of the enterprise, at the same time, the structure of clear personnel can guarantee the enterprise the fairness of the distribution of the work, effectively reduce the employee discontent may be produced.3 marketing personnel recruitment plan3.1 mar

11、keting personnel are qualified for quality characteristicsRecruitment is an important principle of people post match, the marketing post direct services in the market, serve the customer characteristics, more need to clarify its responsibility through job analysis, so as to improve the personnel mat

12、ch degree, improve the validity of the selection. Through the analysis of the survey statistics, and ask for the company general manager and is responsible for the marketing work of managers and sales staff, to eventually determine the marketing personnel qualified for quality, has been clear about

13、the company marketing personnel are qualified for quality features:Business planning knowledge: familiar with marketing professional knowledge, product core parameters, the basic configuration, process principle, basic common sense; Communication skills: refers to the mutual understanding and commun

14、ication with the customer communication skills, but according to the different characteristics of customers, clear, concise and frank exchange of information and ideas, listen to and accept the opinions of the customers, to provide information to help, friendly and kind, and action to the customer t

15、o make customers feel comfortable; Resilience: something quick, flexible to adapt to the working ability, deal with the problem and market high vigilance, strong learning ability; The team cooperation ability, work attitude positive, cooperative, pay attention to the interests of the organization ra

16、ther than the interests of the individual; The ability to handle interpersonal relationships, can be obtained in a short period of time the customer trust and establish the cooperation relations, in the industry have contacts circle, regularly visit customers and establish good communication; Interp

17、ersonal insight: can sense the customers motivation, emotion, behavior, understand and accurately determine the strengths and limitations of others; Market analysis: facing the complex market environment to make objective evaluation; Initiative: perseverance of perseverance and determination, take t

18、he initiative to seize the opportunity, the ability to act quickly, more effort to work. Confidence: confidence in their ability and confidence to deal with various challenges, face failure dont give up, positive response, good reflection from the failure to obtain a bigger success; Affinity, good a

19、t using their own words and deeds make customers feel kind, positive influence on customer; Spontaneous for work achievement desire: set a goal, a desire for achievement is extremely strong and power, has the desire to take on more responsibility, good at summary and reflection, and action, until su

20、ccess; Influence: longer than to persuade, induce, touched, influence customer, in order to get customer support, good influence to the customer, change the customer behavior, is a customer consistent with yourself; Customer orientation: for customers to provide pre-sale, sale, after-sales service,

21、and provide consultant to the important decisions made by the customer; The sense of responsibility, a strong sense of responsibility and professional dedication, organic combination of personal and corporate development goals to work consciously.3.2 based on the analysis of human resourcesThere are

22、 many factors that can influence the Marketing Department of human resources demand, and the demand for current and future human resources the main influence factor is the influence of the development strategy of the company. To clear the companys development strategic target, it is first to analyze

23、 the internal and external environment, clear strategic objectives of the marketing section by the enterprise development strategy are: product sales to increase by 10% every year; Product brand building; Expand related businesses. To achieve these goals, it must be supported with corresponding huma

24、n resource management. This determines the Marketing Department is the focus of the human resource management in the current and future, rapid construction and reserves high quality and stable marketing personnel. This embodied in the enterprise human resources management, recruitment management is

25、to strategic goals, according to the Marketing Department will focus on hiring for marketing personnel recruitment. Human resources demand forecast is based on enterprise management strategy, development plan, responsibility, integrated all sorts of influencing factors, to the enterprise human resou

26、rces demand of quantity, quality and time forecast process.4 The career development systemCareer development system is a enterprise internal selection of outstanding employees to fill a practical method of marketing openings, under this system, the enterprise design and implementation of a career pa

27、th for high potential staff, make them through training or rotational training to adapt to specific targets. Career development system mainly has the advantages of the two: one is high potential employees are more likely to stay in the organization;2 it is able to quickly find job vacancies the orga

28、nization qualified replacement. Create a career development system, first of all, in accordance with the responsibilities of different positions, levels, promote rotation is to design a robust position system; Second to job performance as the basis, that is, to have a performance management system,

29、based on employee performance evaluation, to evaluate the employees work ability, establish the archives on employee development. Again clear intention, employee career development to help employees develop individual career planning. Enterprises should try to develop some challenges, the developmen

30、t of the post to provide rotational training opportunities for high potential employees, to employees preferences and ability to work, to do will be the best people in the most appropriate place, and let him play their own advantages to achieve good performance.5 External recruitment5.1 Advertising

31、to recruitUsing media such as newspapers, trade publications and TV advertisement from the enterprise to the community, to attract applicants apply for submission. Here to pay attention to two questions: one is the advertising mode selection strategy, to note here recruitment budgets and job charact

32、eristics. In view of the newspaper have strong regional features, so the newspaper advertising is more suitable for the qualified candidates within a certain region. Professional magazine targeted to the industry stronger, so suitable for recruiting professional talents; Television advertising such

33、as can and improve organizational profile, the combination of can receive unexpected good results. Second, the attention to the design of the content of the advertisement. Advertising core content should include the job requirements for quality and organization for eligible candidates welcome, namely to job seekers attention; To a