富奥公司销售人员培训方案研究 2007 年富奥汽车零部件股份有限公司成立。 在创立富奥股份公司之前，它 的前身是富奥汽车零部件公司，按照国家有关国有企业改制的相关政策和一汽 集团公司体制改革的统一部署，原富奥公司进行了整体改制，从一个老国企改制 为自主经营自负盈亏，由市场决定饭碗的股份制有限公司；随着公司体制变化， 经营模式从推动式经营模式转变到市场拉动式经营模式；这一转变使得公司重 新定义了各部门的结构及人员职责，尤其是影响最大的销售部门，要求销售人员 能更快更好的把握市场，洞悉市场动向，有效的开拓、扩大、占领市场；随着汽 车行业的发展，电动汽车、混合动力汽车将逐步代替燃动汽车,相应的汽车零部 件行业也要随之进行调整和技术转型；电动汽车行业的发展为汽车零部件企业 打开了一个电子化、信息化的新时代；面对新的市场机遇与挑战，富奥公司要求 销售人员掌握相应的产品知识、销售知识，以适应公司持续化、信息化、平台化 的发展战略目标。 本文以成人学习理论、胜任力模型和柯氏四级评估模型为基础，对富奥公司 销售人员培训现存的主要问题进行分析，尝试有针对性的为富奥公司销售部门 建立一套科学完备的培训方案，合理的培训计划，设计切合实际工作需求的培训 课程。根据当前富奥公司人力资源培训内容缺失的现状，要求企业对销售人员工 作的每个阶段组织必要的培训。此外，人力资源部门要结合公司当前战略目标及 公司给销售人员制定的工作绩效，分析组织需求、岗位需求和销售人员个人需 求，设计培训上岗、培训转岗、日常技能培训课程。提高销售人员的服务意识， 丰富销售人员的产品知识，针对不同客户的服务能力，建立适合富奥公司的销售 人员培训方案。用柯氏四级评估模型对销售人员的培训效果进行评估，逐步完善 培训方案以满足公司的培训要求。 本文通过借鉴文献中人力资源培训案例，分析富奥公司人力资源培训中存在IV 的问题，根据人力资源理论结合实际公司培训需求，帮助公司梳理问题找到解决 方案，使培训更科学，使员工从被动接收培训，到主动参与培训，提升其工作绩 效和工作能力，为公司带来新的市场机遇，帮助销售部门提升销售业绩，达到企 业未来发展战略目标；并给优秀员工提供相应的职业发展机会，使员工和企业共 同发展，实现互利共赢。 关键词： 销售人员,培训方案,培训管理V Abstract Research on Training Program for Saler ofFawer Company Fuao Automotive Parts Co., Ltd ， Founded in 2007. The predecessor of the company is Fuao Automotive Components Company Limited, Unified Deployment of the Reform of State-owned Enterprises and FAW Group Company System in accordance with the State's Relevant Policies on the Reform of State-owned Enterprises, Former Fuao Company has undergone an overall restructuring, from an Old State-owned Enterprise to Self-management and Self-sustaining Profits and Deficit, Joint Stock Company Limited with Market Decision. With the change of company system, The Business Model Changed from Promoting Business Model to Market-driven Business Model; This shift has led to a redefinition of the structure and personnel responsibilities of each department, Especially the most influential sales department; After restructuring, Require salespeople to grasp the market faster and better and to understand the market trend, Effective Exploitation, Expansion and Occupation of the Market; This makes the company more demanding on the abilities of salesmen; At the same time, it also puts forward higher training needs for human resources departments; Need salesperson training program can be suitable for company's long-term development and strategic objectives. This paper is based on Adult Learning Theory, Maslow's Needs Analysis Theory and Koch's Level 4 Training Evaluation Model. Reference to excellent courses at home and abroad, Reasonable Analysis of the Existing Main Problems of Sales Personnel Training in FuAo Company. Attempt to establish a set of scientific and complete training program for FuAo Company, Perfect training process, detailed and Practical Courses. Market Positioning Based on Company's Current Enterprise Scale, Organize necessary training for sales personnel at all stages of their work life cycle. Using Maslow's Demand Analysis Theory, Understand training needs for Salespeople; Take training on post, training transfer, daily skill training as the daily process of human resources training in the company. Improve the service consciousness of salesmen andVI enrich their product knowledge. Have the ability to serve different customers. Establish a long-term and feasible training program for salesmen, Establish the corresponding training and assessment mechanism. Evaluate the training of salesmen with Koch Level 4 training evaluation model. Assessment is that training effectiveness. Gradually improve the training process to meet the company's requirements for sales personnel. Better Use of Effective Human Resources. Maximize the effectiveness of resources in the company. At the same time, improve the quality and ability of employees. In this paper, through a large number that detailed human resources training materials and practical problems. Make use of what you have learned and combine it with practice. Help companies sort out problems and find solutions. Make training more scientific. Enable employees to receive training from passivity to actively participate in training . Improve their work performance and ability. Bring new market opportunities to the company . Help sales department improve sales performance . Achieve the future development strategic goal of the enterprise . And provide corresponding career development opportunities for excellent employees, so that employees and enterprises can develop together and achieve a win-win situation.