| Since 2019,the automotive industry has experienced more severe challenges of speed reduction and upgrading.The structural excess of the industry’s production capacity,the development of electrification and intelligence have continuously spawned new requirements and new models...A series of changes have made the automotive industry more focused on talent issues.According to the data of "Manufacturing Talent Development Planning Guide",the shortage of specialized automotive talents will reach680,000 in 2020.With the determination of BAIC Group’s five-year development plan,the existing talent echelon is far from enough to lead its independent innovation and industrial upgrading.Therefore,it is of great significance to study the training mode of talents in the core positions of dealers to coordinate the promotion of talent team construction and achieve the Group’s strategic development goals.This article,through understanding the relevant theories of talent training models at home and abroad,based on the competency-based education model,sorts out the current status of the training model of the general manager of BAIC Group,and makes use of personnel interviews and questionnaires to investigate and analysis the advantages,disadvantages and training needs of the current training model from different dimensions.Combining the conclusions of the investigation,based on the competency model and the successful model of the general manager of the industry distributor,the author puts forward a model for optimizing job competence,and gives countermeasures to improve the general manager training model from the dimensions of evaluation methods,training plans,curriculum systems,talent certification,etc.From the perspective of the actual business pain points of the dealers,this article studies and adopts with a view to leveraging human resource management to improve the comprehensive quality and profitability of the dealers of BAIC Group and help achieve the Group’s development strategic goals. |
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