Research On The Competency Model Of The Grass-roots Sales Staff In Y Company

Guangzhou and other first-tier cities have high-quality educational resources,medical conditions and employment opportunities,which attract a large number of talent influx every year,increasing the demand for house purchase and rental.Frequent real estate transactions have spawned a large number of real estate agencies and employees,leading to increasingly fierce competition in the industry.As a local real estate agency,Y Company developed from dozens of employees to thousands of employees at its peak by relying on the Group's real estate resources and exclusive agency of new houses in the early years.However,recently,influenced by competitors,Y Company lost part of its market share and its transaction volume declined.Company Y is facing the problem of survival and development and needs to find ways to enhance its competitiveness.As a sales enterprise,Y Company's performance is affected by the comprehensive ability and quality of grass-roots sales staff,whose comprehensive ability and quality is also limited by the enterprise's human resource strategy.Competency model as a human resource management tool for many enterprises to solve the problem of staff ability and quality;Therefore,the competency model of grassroots sales staff in Y Company is proposed as a reference for formulating human resource strategies,and applied in practical work.This paper adopts the method of combining qualitative research and quantitative research to build the model.First of all,through consulting similar literature,field observation of grass-roots sales personnel,and in-depth interviews with industry experts,the competency factors of grassroots sales personnel in real estate agencies are preliminarily collected.Then,the internal experts of Company Y were invited to score the pre-test,and the low-quality competency elements were eliminated.A total of 848 valid data samples were collected by using the Richter Five-Star Scale to issue questionnaires to consumers.Then,SPSS.V.25 software was used for exploratory factor analysis,and 8 common factors and 52 competency factors were extracted after rotation using the maximum variance method.Then,SPSS.Amos.V.24 Finally,the coefficient of variation method is used to get the weight of each competency element and each dimension,and the definition of each competency element is interpreted.Taking the grass-roots sales staff of Y Company as the research object,the competency model constructed includes eight dimensions,including professional knowledge,basic ability,business ability,thinking and career planning,working attitude,professional ethics,drive,personal traits,and 52 competency elements.The competency model is applied to the work practice of Y Company,and the recruitment strategy,training strategy,performance appraisal management strategy and employee incentive strategy of grass-roots sales staff are improved,so as to improve the efficiency of human resource management and enhance the talent competitiveness of Y Company.At the same time,this model can become a reference for enterprises of the same type,promote the common development of real estate intermediary industry,improve customer service level,improve customer satisfaction,and increase social happiness.