Competency Model Of Marketing Personnel And Applied To Recruitment

Competency is one of the hot spots in the field of modern psychology,human resources and education academic research. The scope of the study is also designed to marketing personnel, technicians, managers and many other objects. But the research that on the marketing personnel in the background of Chinese culture is not much. The utilization is less. On the basis of the definition and relative literature review on the competency, the competency model for the Chinese senior executives has been discussed.The origin,definition,classify and research methods of the competency have been expatiated in this paper. This article builds on previous research methods. Firstly, author finds out the requirements of the marketers from the recruitment Web site. Such information can use as reference for Depth Interview Method. We can know that there are 13 factors of competency which exist significant difference between outstanding performer and general performer. Including market analysis,business plan,Communication,strain capacity,coordination,adaptability,customer-driven,accessibility,self-confidence,responsibility,initiative,achievement-oriented,impact. Then the author uses the Hierarchical Cluster of spss to analyze relation between competency factors. The result is knowledge,skills,intention,self-concept,personal traits.The author gets the weight of every factor using the methods of Analytic Hierarchy Process. At last, the concluding is used for recruits. So Recruitment Officer knows the candidate must grapple which know ledges and skills. Maybe some skills can be grasped though training.The thesis have five parts, The first chapter is the Introduction,describes the purpose of the study,significance of the research at home and abroad and study the contents and methods. The second chapter describes the definition of competence, and the role of the constituent elements. The third chapter explains the model approach. The forth chapter get the relation and the weight of factors. The fifth chapter is the conclusion which will be applied to recruitment.