Research On Training Program Of Middle And Senior Level Manager Of Audi Automobile Dealership

The domestic automobile market is rapidly changing,and the luxury car market is also facing an unprecedented complex situation.The competition between traditional strong brands Audi,Mercedes-Benz and BMW is increasingly tight.Lexus,Cadillac and other brands are also making continuous efforts.Tesla,as the leader of new energy vehicles,has formed a potential threat to traditional energy vehicles.Meanwhile,new car makers such as Weilai and Xiaopeng are also eyeing up.In terms of marketing mode,the traditional 4S store mode is also being questioned and challenged,and the mode of experience + delivery + service has gradually become a reality and has been continuously improved.As the leader of Audi brand dealers,the pressure of senior and middle managers is increasing.How to help senior and middle managers improve their comprehensive ability,thus improving the overall operating ability,market share and profitability of dealers,and maintaining high customer satisfaction and brand image has also become an important topic.However,the current training program for senior managers of Audi dealers is facing many problems,such as unclear and unreasonable curriculum system,inability to guarantee the quality of teaching resources and inaccurate evaluation of curriculum quality.Based on competency theory and quality evaluation theory,the text attempts to sort out,dig and analyze the problems of the training program for senior managers of Audi dealers and establish a set of feasible and targeted training programs by using literature research,behavioral event interviews and questionnaire research methods and referring to the advanced best practices in different industries at home and abroad.The new training program covers all aspects of training.First of all,the new training program emphasizes the understanding and docking of strategies,and the curriculum and content design should be targeted.Secondly,the new plan also takes into account the characteristics and theories of adult learning,emphasizing that better training results can be achieved through action learning.At the same time,considering the sustainability of the training program,the competency model was not completely put aside,but was appropriately integrated on the basis of practical experience.The plan also includes the planning,organization and implementation.The training effect is evaluated by the Kirkpatrick four-level evaluation method to monitor the quality of training implementation.At the same time,the implementation quality is taken as feedback to continuously adjust the curriculum,curriculum content and curriculum implementation,thus realizing PDCA closed-loop control.In addition,in order to ensure the smooth implementation of the training program,the program also takes into account the organizational,resource and cultural aspects,so that the program can really be implemented.This research hopes to improve the actual problems existing in the current training program,improve the training efficiency,training quality and the final training effect,and help the middle and senior managers of dealers to improve their comprehensive ability,thus improving the overall operation ability,market share and profit level of dealers,and finally improving the competitiveness,market position and brand image of Audi brand.In addition,due to the commonality between training and development,this study has certain reference value for the design and implementation of training programs for middle and senior managers in other industries,organizations and departments.