描商
彌安
在当今商业竞争中,企业人力资源的培训与开发越来越成为企业发展的关键因素。
而高素质的人才的培养主要依赖于系统的、有计划的、可持续的培训工作来实现。随着
大型企业在员工培训上的良好示范,近年来,大多数中小型企业都充分认识到了培训体
系建设与培训工作的开展对企业发展的重要作用。
本文以0P公司这个快速发展的本土民营企业为研究背景,从宏观环境、公司发展、
渠道合作伙伴和门店销售人员个人等四个角度分析了该公司对培训质量提升的迫切需
求,又从反应态度、知识理念、行为习惯和业务结果等方面评估了 0P公司过去的培训
效果,分析总结了 0P公司门店销售人员培训工作的亮点和不足,厘清培训工作的改善
方向。为使改革工作能更好地贴近实际需求,本文通过较大范围的抽样调查了解和掌握
了渠道合作伙伴对门店销售人员,以及门店销售人员对自身的培训需求,并借鉴国内外
的经典理论和成功案例,尝试设计了一套结合了教材管理、讲师管理、学员管理和平台
管理的体系架构,并确定了可行的实施策略和培训效果转化激励机制,以求更好地满足

0P公司业务发展的需要。本文在结尾处对0P公司门店销售人员的培训体系改革效果的
评估方法进行了探讨,并提出了对此后的体系运行与优化的展望。
纵观国内外在员工培训方面的研究成果颇丰,但专门针对门店销售人员的或渠道合
作伙伴的销售人员的培训研究或案例就比较少了。而本文的研究过程基于事实,研究成
果已逐步接受实践的检验。虽然本文在调研工作的细致度上和培训效果评估的全面性上
尚有不足,同时在解决方案中也还需要结合人力资源和学习型组织的概念做更深的展开,
但本文仍然为0P公司的发展转型提供了强有力的门店销售人才培养的保障,也为国内
众多中小型企业构建门店销售人员培训体系,提供了实践经验的参考。
关键词:中小型企业;发展转型;门店销售人员;培训体系;培训效果评估

Abstract

In today's business competition environment, human resources training and development

is increasingly becoming a key factor in the development of enterprises. The achievement of

the high-quality talents are mainly dependent on the systematic, planned and sustainable trai

ning. With the good example of the large-scale enterprises in the staff training,most Smalland

MediumEnterprises(SMEs)arefullyawarethattrainingsystemandtrainingworkcancaiTyout an im

portant role in the development of enterprises recently.

This paper regards the fast-growing company OP, a local private enterprise, as research

background, analyzed the urgent need to enhance the quality of training from the perspective

of macro environment, corporate development, channel partners and stores sales staff.In the

meanwhile, it assessed OP company's past training effect from the reaction attitude,knowledg

e concept, habits and other aspects of business outcomes,analyzed and summarized staff trai

ning's highlights and inadequate,cleared the direction of improvement. To make reform work

better closer to the actual demand, the paper understood and mastered the training needs of ch

annel partners on store sales personnel and store sales staff through a wide range of sample s

urveys. What's more,learned from the classical theory and successful cases,it attempted to de

sign a set of architecture on materials management, lecturers management, student managem

ent and platform management, and determined a feasible implementation strategies, in order

to meet the needs of business development better. In the end, paper discussed the evaluation

methods of training system reform, and made rospects on the system after this operation and

optimization work.

Throughout the research achievements in staff training quite good, but specifically for

the store salesperson or sales channel partners training studies or case far less. This article is

based on the facts and about to be implemented. While there are still insufficient in the degree

of detail of the research work and comprehensive evaluation of training effectiveness, but also

in the deeper research combined with the concept of human resource and learning

organizations, it not only provides a guarantee to the transformation of the company's

development, but also provides an experience reference for many small and medium

enterprises to build training system.

Keywords: Small and Medium Enterprises(SMEs); Development and transformation; Store

sales staff; Training system; Training effectiveness evaluation