本次论文的研究重点将会放在 D 公司零售店长的能力素质模型的建设，验证
及应用。在整理和回顾能力素质模型的相关理论基础上，首先根据公司对店长这
一岗位的职责期待，区分绩效优异者与绩效普通者，并将其作为基本样本进行调
查。采用“行为事件访谈法”收集足够数据，并以此为基础分析绩效优异者与绩
效普通者之间对于某一特定能力素质的表现差异。进而确定提取出 20 个子能力素
质描述。通过专家小组讨论验证并从中提取出 5 大核心维度：“销售与商业敏锐
度”、“客户服务”、“品牌与产品”、“运营与流程”、“团队协作与领导力”
初步建立能力素质模型
其次，采用调研分析法，对在职店长，人力资源专家等人员进行能力素质重
要性调查。将回收的有效调研问卷数据通过专业数据分析软件 SPSS 19.0 进行信
度、效度及描述性，相关性分析。进而能力素质模型 5 大核心及 15 项子范畴
最终，我们得出了可靠性较高的 D 公司零售店长能力素质模型，并尝试探索
该模型在 D 公司人员招聘选拔、培训发展等实际领域的应用。并以实际操作后的
结果和过程，为同类型公司提供参考
关键词：能力素质模型，胜任力，零售店长ABSTRACT
II
ABSTRACT
Competency model is an important evaluation tool for enterprises, which can be
applied to recruitment and tenure. According to test results and understandings of
candidates from managers, human resources conformity could be improved. It also can
be used in employee trainings. Enterprises can supply necessary trainings on
corresponding abilities in terms of occupations for not only potential capacities,
promotions, performance assessment, but remuneration and incentive as well. It is very
convenient for human resources management, also assists enterprises in laying new base
and creating new space. Meanwhile, professional and targeted competency models will
make vocation standards more and more professional, which will also be welcomed by
enterprises.
The thesis will be focused on construction, validation and application of
competency model of retail manager in D Company. D company currently has nearly 50
dealers and over 7,000 retail stores in China after almost 30 years of development in
China. It can be said that in China brand D has become one of the most popular sports
brands. Retail manager, as a soul occupation in store organization structure, it is very
significant in entire retail terminal stores in respect of responsibilities and value. It can
be even said that a retail store performance depends on manager&39;s ability. Therefore, it’s
very necessary to establish competency model used for verification on retail manager.
Based on relevant theories of collating and reviewing competency model, the
thesis firstly prepares the basic competency and quality items according to manager’s
duties of D company, and then preliminarily forms competency model of retail manager.
Secondly, reliability of scales will be confirmed based on analysis of reliability and
validity of the questionnaires. Thirdly, the thesis determines the assumption through the
factor analysis. We will get 5 cores and 15 sub-categories of competency model. Finally,
the author studies the application in recruitment，training development and other actual
fields in D company with the results of retail manager capacity tests from the
established model.
Key words: competency model, competency, retail manager目 录
III
目 录
第一章 绪论........ 1
1.1 选题背景 1
1.2 研究目的 1
1.3 研究思路及论文框架.... 2
1.3.1 研究基本思路 .... 2
1.3.2 论文框架3
第二章 能力素质模型的相关理论........ 4
2.1 能力素质模型相关概念界定.... 4
2.1.1 能力素质模型的概念和发展 .... 4
2.1.2 能力素质模型的应用领域 ........ 4
2.2 建立能力素质模型的理论和方法........ 6
2.2.1 建立能力素质模型的步骤 ........ 6
2.2.2 能力素质模型有效性的评估 .... 7
第三章 D 公司零售店长能力素质模型的建立.......... 8
3.1 D 公司概况及品牌介绍8
3.2 D 公司零售店长能力素质需求访谈 .... 9
3.2.1 样本选取9
3.2.2 访谈设计与实施9
3.3 D 公司零售店长的能力需求和期待 .. 10
3.4 D 公司零售店长能力素质描述的维度分析 .. 12
3.4.1 销售与商业敏锐度 ...... 13
3.4.2 客户服务 .......... 14
3.4.3 品牌与产品 ...... 14
3.4.4 运营与流程 ...... 14
3.4.5 团队协作与领导力 ...... 15
3.5 D 公司零售店长能力素质模型 .......... 15
第四章 D 公司零售店长能力素质模型的验证研究.. 17
4.1 测评方法.......... 17
4.2 设计调查问卷.. 17
4.2.1 调研对象的界定 .......... 17目 录
IV
4.2.2 调研问卷的设计 .......... 17
4.2.3 数据分析方法 .. 17
4.3 调研实施与样本特征.. 17
4.4 信度分析.......
。。。以上简介无排版格式，详细内容请下载查看
==>>