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 plan

Nichols L

Abstract

In an increasingly competitive market today's 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 enterprise 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 enterprise's development. Keywords: marketing personnel, recruitment, recruitment plan

1 Introduction

Under the background 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 today's human 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, 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 management an important subject of research and practice.

2 The necessity of recruitment plan design

An 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 key role in the process of hiring. 2.1 to meet the needs of the development of the enterprise

Enterprise 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 the perfection of the enterprise human resources recruitment and talent put forward higher requirements.

2.2 the recruitment work of the guiding role of enterprises

Design related effective recruitment plan to hiring process to the enterprise to provide scientific, objective and favorable basis, and can carry on the system arrangement of the recruitment process, make enterprise recruitment can be more orderly.

2.3 improve the efficiency of enterprise recruitment

Design related effective recruitment solutions are needed to clear the business personnel structure, and make the recruiting work become 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 plan

3.1 marketing personnel are qualified for quality characteristics

Recruitment 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 match 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 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 communication 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 to 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 rather 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; Interpersonal insight: can sense the customer's 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 the 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 don't give up, positive response, good reflection from the failure to obtain a bigger success; Affinity, good at 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 success; 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, 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 resources

There are 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 company's development strategic target, it is first to analyze 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 human 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 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 resources demand of quantity, quality and time forecast process.

4 The career development system

Career 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 path 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 organization 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, 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 development 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 recruitment

5.1 Advertising to recruit

Using 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 characteristics. 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 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 arouse people's interest; Stimulate desire to job seekers; Convenient job search behavior.

5.2 The job fair

Talent market recruitment is sponsored by the administrative department in charge of service market recruitment activities. Through the talent market recruitment, is advantageous to the enterprise in the short term to collect a lot of information of the applicant, and the supply and demand meet directly, face to face communication, but also to promote the enterprise image, so this is a very effective recruitment channels.

5.3 The campus recruitment

College graduates for its full of youthful spirit, strong plasticity, the most potential for development, is the major force of the job market, company is the source of human resources. At present the more to the more companies will gaze at the campus, carry out a variety of campus recruitment activities.

5.4 Network recruiting

Network recruiting has become a new human resources market of recruitment.96% of the world's top five staff recruitment is done through the network, the practicability of visible network recruiting. Network recruitment main advantages

are: raised its recruitment information processing ability, to enhance the effectiveness of recruitment information, reducing the costs of recruitment.

（1）The entrusted talent website

Enterprise can be in web site registered professional talents, help enterprises to look for job seekers pay hire talent website, this is because the website has a large database, higher daily visits, relatively low cost, suggest enterprise registered in several web sites. Of course, should also pay attention to when choosing a talented person website: website is powerful; whether the humanized design; If quick response; whether to provide online assessment and training, etc.

（2）The use of social networking sites such as release recruitment information In recent years in all kinds of social networking sites such as the network interactive mode, is playing the re-description, fast information transmission, update the advantages of the fast, the cost is almost zero, as of May 2015, released on weibo contain "recruitment" two characters of information has been more than million.

（3）Publish information through a company home page

Company can through their own websites, the release of enterprise products, cultural propaganda and information at the same time, facing the social issue recruitment information, due to the company's web site is more, peers browse by the customer, more targeted for professional talents., of course, also should pay attention to the following problems: establish and improve the company's web site; Published on legal position requirements and the job descriptions; Set up automatic matching function; The development of post-processing function; Web site maintenance and updates.

文献出处：Nichols L. The design of marketing personnel recruitment plan[J]. Journal of aging and health, 2016, 4(3): 157-176.

译文

营销人员招聘方案设计

Nichols L

摘要

在市场竞争日益激烈的当今社会，作为影响企业发展和生存的人力资源是否充足是决定企业在竞争中存亡的关键因素。对一个企业而言，招聘到高效率、高素质的人才能够使企业的日常运作更加事半功倍，对企业的发展有着非比寻常的意义。

关键词：营销人员; 招聘; 招聘方案

1 引言

在现代商业日臻完善的背景下，企业之间的竞争愈加激烈，其竞争的方式也发生着微妙变化，即从对先进生产力和生产资料的竞争逐步的转向对“人”这种有生命的资源的竞争。在某种意义上说，在人力资源成为第一资源的今天，企业是否拥有足够数量的高素质员工队伍已成为组织生存和发展的关键因素。如何在企业的人力资源管理基础上，针对组织生存发展，根据数量和岗位职责的人力资源需求，选用科学的方式来物色和招募称职的应聘者，并采取科学有效的筛选方法，招聘到合适人才，成为中外学者和优秀的企业管理研究和实践的一个重要课题。2招聘方案设计的必要性

一个企业人力资源的管理工作是否成功，取决于能否招聘到充足的人才并将其分配到相对应的岗位，因此，设计一套有效的招聘方案在企业的招聘过程中起到的关键的作用。

2.1适应企业的发展需求

企业想要在竞争日益激烈的市场中得到长久的生存与发展，并且能够引进先进的科学技术完成对新产品的开发，都对企业人力资源的招聘与人才的完善提出了更高的要求。

2.2对企业的招聘工作其指导作用

设计相关有效的招聘方案能够给企业的招聘过程提供科学、客观、有利的依据，并且能够对招聘的流程进行系统的安排，使企业的招聘工作能够更加有序的进行。

2.3提高企业招聘的效率

设计相关有效的招聘方案能够明确企业所需人员结构，并使招聘工作变得更加具有针对性，从而降低企业的人员流失率，同时明确人员的结构也能够保证企

业工作分配的公平性，有效降低员工可能产生的不满情绪。

3营销人员招聘计划

3.1营销人员胜任素质特征

招聘的一个重要原则是“人岗匹配”，对于营销岗位直接服务于市场、服务于客户的特点，更需要通过职位分析明确其岗位职责，从而提升人事匹配度，提高甄选的效度。经过对调查统计表的分析，并征求公司总经理及负责营销工作的管理者和销售骨干的意见，对营销人员的胜任素质进行了最终确定，明确了公司营销人员胜任素质特征：

业务策划知识：熟悉市场营销专业知识，具备产品核心参数、基本配置、工艺原理等基本常识；沟通能力：是指与客户的相互理解和交流沟通能力，可根据客户的不同特点，明确，信息和观念的简洁和坦诚交流，倾听和接受客户的意见，为客户提供信息帮助，对客户行动友善和蔼，使客户感到舒适；应变能力：遇事反应敏捷、适应工作能力强、处理问题灵活、市场警惕性高、学习能力强；团队合作能力：工作态度积极合作，注重组织的利益而不是个人利益；人际关系处理能力：能够短时间内取得客户信任并建立合作关系，在业内有人脉圈子，定期拜访客户并建立良好交流；人际洞察力：可以感知客户的动机，情感，行为，理解和准确地确定他人的长处和局限性；市场分析能力：面对复杂的市场环境作出客观的评价；主动性：持之以恒的毅力和决心，主动抓住机遇，迅速采取行动的能力，对工作付出更多的努力。自信心：对自身能力充满信心，自信能够应对各种挑战，面对失败不放弃，积极应对，善于从失败中反思去获得更大的成功；亲和力：善于用自身言行使客户感到亲切，对客户产生乐观影响；成就欲：自发为工作设定目标，有对成就极强的欲望和动力，有承担更多责任的意愿，善于总结和反思，并付诸行动，直至成功；影响力：长于说服、劝诱、感动、影响客户，来获取客户的支持，善于对客户施加影响力，改变客户的行为，是客户与自己保持一致；顾客导向：对客户提供售前、售中、售后服务，并对客户的重大决策提供顾问；责任心：有强烈的责任心和敬业精神，个人和企业的发展目标能够有机结合，自觉工作。

3.2基于人力资源分析

影响营销部门人力资源需求的因素有很多，（完整译文请到百度文库）而其