厦门建发纸业有限责任公司销售人员管理研究

华中科技大学硕士学位论文厦门建发纸业有限责任公司销售人员管理研究姓名：杜琳申请学位级别：硕士专业：工商管理指导教师：李丹20081027IIIAbstractXiamenC&DCo.Ltd.isinthepeakperiodofbusinessdevelopmentatpresent.Inthisimportantperiod,thecompanymustfindandsolvetheproblemwhichexistedinsalesforcemanagement.Itisgreatsignificancetoformtheripemarketingchannelandsteadymarketingpositionassoonaspossible.TherearemanyproblemsinsalesforcemanagementofXiamenC&DCo.Ltd.,suchas:unconsciousnessofsalesgoalincompactdailymanagementandthefallingofsalesenthusiasmetc.Itisimportanttopaygreatattentiononchangingthemodeofmanagementandincreasingtheabilityofsalespersonnel’smanagement.Basedonthetheoryofmarketingmanagementmanagementhumanresourcemanagementandcombinedwithmyabundantworkingexperienceinpapermarketing,thepaperhastabledproposalsofsalespersonnel’sselectingteammanagementmotivationandauthorization,thoughtheanalysisofthepapermakingconditionbusinessmodeandsalespersonnel’scharacter.Aseriesofsalesmanagementpolicywasmadeoutinthispaperbyadoptingtheorylinkingpracticemethod.Ithasestablishedthehumanresourcestrategyandthemethodofselectingthesalesmanwhichissuitableforthedevelopmentofthecompany.Italsohasproposedasetofprogramofsalespersonnel’smotivationandauthorization.Thatpolicyiscloselyrelatedwiththecompanyandsuitableforoperation.Itwillgreatlymobilizethesalespersonnel’senthusiasm,enhancemarketingandsalesstrengthofthecompanyandcontributeforthelong-termdevelopmentofthecompany.Keywords:SalespersonSalesteamMotivationAuthorization111.119923500123421.2[1][2]63[3][4][5]20%80%20%80%[6].[7]SFA4SFASFASalesForceAutomationCRM[8]1.3522.12.1.1[9][10];;;2.1.262.22.2.1.1954[11]2.2.22.32.3.17[11]“”“”2.3.2ERG1“2ERG1969ERGERGE)8(R)(G)ERGERG3——“”941964=x[12]()();2.42.4.1102.4.21133.13.1.118GDP2007453300123.1.213-13-1123452133-23-2123450%3.1.3143-13-11231512343.23.2.1199235002007655025133.2.23-4163-43.2.3SWOT13-53-5172SWOT3-6SWOT3-6SWOT3.33.3.16260SWOT1816513-22526-3031-353576364851653-23023-323-56-910686223121653-378%6-9193.3.2200820123213.3.311221222341-22344.14.1.14.1.2;8%[14]4.1.3244.1.44.1.54.24.2.1“”254-14-1264.2.21;234.2.3ERG271123452123431228344.34.3.14.3.21[15]291+l22330[16]4.3.312;3314GEGE.324.44.4.1110332343020344.4.212353[17]364.54.5.1152%45%[18]2343754.5.21238[19]5034.5.3123934[20]5404142[1]..,2003(8):168[2]..,2008(1):116-117[3].,2002(5):32-33[4]..,2006(7):60-61[5].:[].,2006[6].“”.,2006(7):88-89[7]()·..:,2001[8][9]()·P·....,2005[10]..,2001(11):32-35[11]..:,2005[12],.·.:,2003[13].:[].,2006[14],..,2005(6):70-73[15]..:,2003[16]..,52-53[17]..,2007[18],..,2005(4):48-49[19]..,2007(7):56[20]..,2003(6):60-61[21]Forsyth,Patrick.Motivatingyourstaff.Election,2006,23(4):9-1043[22]AnnaPsoinos,SteveSmithson.“Employeeempowermentinmanufacturing:astudyoforganizationsintheUK”.NewTechnology.WorkandEmployment,2002(17):132-148[23]LawrenceS.Kleiman.HumanResourceManagement:AManagerialToolforCompetitiveAdvantage[M].SecondEdition.Beijing.ChinaMachinePress,2003[24]CharlesE.,Pettijohn,LindaSPettijohn.michaeld’Amico.CharacteristicsofPerformanceAppraisalsandTheirImpactonsalesforcesatisfaction[J].HumanResourceDevelopmentQuarterly,Summer2001[25]..,2005(5):72-75[26]..,2002(1):63-65[27],..,2004(11):10-11[28],..,2006(4):218[29].:[].:[30]DavidP.,LePak,ScottA.Snell.TheHumanResourceArchitecture:TowardaTheoryofHumanCapitalAllocationandDevelopment[J].AcademyofManagementreview,1999(24):31-48[31]WilliamG.Howard,BruceR.Guile.ProfitingfromInnovation[M].MaxwellMacmillan,Inc.1992[32]..,2004(6):25-28[33]..,2005(1):42-43[34]LorenGary.RethinkingMoneyandMotivation.HarvardManagementUpdate.2004,9(4):3[35]ButlerTimothy.WaldroopJames.JobSculpting:TheArtofRetainingYourBestPeople.HarvardBusinessReview.September-October,2002[36]MaslowA.H.ATheoryofHumanMotivation.PsychologicalReview,2003[37]..,2006(1):48-50[38]..21,2002.9.1844[39]..,2001(4):31-32[40],,..,2000(6):83-85[41]RichardW.PerformanceManagement.Briton:InternationalThomsonBusinessPress.2002[42]UlrichD.HumanResourceChampions:TheNextAgendaforAddingValueandDeliveringResults.U.S.HarvardBusinessSchoolPress,2001[43]..,2004(9):33-35[44]..,2002(3):47-48[45]..,2003(8):168[46]LuisR.Gomez-Mejia,DavidB.Balkin,RobertL.Cardy.ManagingHumanResources.NewJersey:Prentice-HallIne,2001[47]GarofanoChristinaM.,Salas,Eduardo.WhatatInfluenceContinuousEmployeeDevelopmentDecisions?HumanResourceManagementReview,2005(4):281[48]DonaldW.Myers.HumanResourcesManagementPrinciplesandPractice.Chicago:CommerceClearingHouse.1992[49]LaurenKellerJohnson.TheNewLoyalty:MakeItWorkforyourCompany.HarvardManagementUpdate,2005,10(3):3[50]..,2006,15(2):66-67[51]..,2000(7):22-25[52]..,2007(7):74厦门建发纸业有限责任公司销售人员管理研究作者：杜琳学位授予单位：华中科技大学相似文献(2条)1.期刊论文楼彧.LOUYu造纸行业人力资源管理——案例分析-中华纸业2006,27(9)针对造纸企业A公司人力资源管理中出现的问题进行了分析,提出了一整套解决方案,并简述了该案例对中国造纸企业人力资源管理的启示.2.学位论文张金珍青岛海王纸业股份有限公司发展战略研究2004作为我国最大的特纸企业之一,青岛海王纸业股份有限公司如何面对内外部环境的变化所带来的机遇与挑战,扬长避短地制定自己的发展战略,从而在激烈的市场竞争中立于不败之地,本文对此的研究无疑具有很重要的现实意义。本文以企业战略管理的相关理论和方法为工具,在对海王公司外部所面临的机会与威胁以及内部所具有的优势与劣势作了系统性分析和评价的基础上,得出了公司的总体发展战略:以市场为导向,积极进取,保持在特种纸市场的市场领先者地位,为客户提供高档及特种用途纸制品及其相关服务;实施差异化集中战略,加强资本运营,力争在制度实施、技术进步和管理落实上实现创新,使海王公司形成具有