The hottest problem of Zoomlion concrete machinery

2022-08-16
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Zoomlion concrete machinery: find a breakthrough in the deep driving force of the pulse problem

Zoomlion concrete machinery: find a breakthrough in the deep driving force of the pulse problem

China Construction machinery information

Guide: Recently, the concrete machinery company held the first publicity and implementation meeting for the evaluation and employment of marketing representatives and the periodic evaluation and employment of after-sales service personnel. More than 60 people attended the meeting, including Wang Yongxiang, assistant general manager of concrete machinery company, general managers of marketing regions and relevant management cadres of marketing companies of branches. With the development of the market, nowadays

recently, the concrete machinery company held the first publicity and implementation meeting for the evaluation and employment of marketing representatives and the periodic evaluation and employment of after-sales service personnel. More than 60 people attended the meeting, including Wang Yongxiang, assistant general manager of plastic matte concrete machinery company, general managers of marketing regions and relevant management cadres of marketing companies of branches

with the development of the market, the requirements of today's market performance improvement for marketers have changed from human resource investment to team ability improvement. The existing marketing team needs to change from relationship marketing to brand marketing, which puts forward higher professional requirements for the marketing team. In order to comply with the market demand, after preliminary demand research, the human resources department of the concrete machinery company launched the job evaluation and employment system of marketing representatives in early 2013, and built an after-sales service personnel evaluation and employment system optimization project. A special team was formed by the marketing company of the concrete machinery company, the credit risk control department, the domestic marketing region and other strong relevant departments to refine the job grade standards, evaluation and employment certification rules, And supporting the layered salary policy and training course system

its tubular elastic structure is the common structural feature of many organs. The professional position of marketing representative is divided into five job levels. For the first time, the evaluation and employment is carried out from the dimensions of product knowledge, credit knowledge, service knowledge, system norms, etc., the performance evaluation is carried out from the four dimensions of contract evaluation, and the ability evaluation is carried out from the six dimensions of regional marketing planning ability, Determine the appointment result after comprehensive scoring. After inspecting the damage and deformation of two materials of low-carbon cast iron, the service personnel have a total of six professional positions. Through this optimization project, the project team has refined the knowledge and ability standards required by employees at all levels from four aspects of fault diagnosis and maintenance, and made clear what they can do at all levels and to what extent. In addition, according to the detailed job grade standards, the development of courses and question banks with a total of nearly 200 knowledge points was completed, and the courses were integrated according to products, basically forming a layered system of courses and question banks. In the periodic evaluation and employment, the qualification examination is carried out according to the basic requirements, the theoretical and practical tests are carried out according to the needs of knowledge and skills, the behavior evaluation is carried out according to the requirements of behavior standards, the job evaluation results of employees are comprehensively determined, and the "on-demand" employment is carried out according to the performance indicators and the needs of the company. After the job grade is determined, the salary application is carried out to realize the separation of "evaluation" and "employment". Finally, we should use "evaluation" to improve the ability of employees and "employment" to stimulate their career development

at the project kick-off meeting, Wang Yongxiang, assistant to the general manager of the concrete machinery company, stressed that with the increasing market competition, the era of realizing marketing by spelling out terms has gradually passed. We need to change requirements with the development of the enterprise, and promote employees to constantly move from low-level to high-level through "one pull and one push", so as to finally improve their ability

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