随着国家综合国力的发展，国际地位的提高，选择就读国际学校以及有出国规划的家庭越来越多，尤其近两年更是发展迅速。企业要想在竞争中生存和发展必须具备强大的团队管理能力，人才复制能力，M公司成立11年是一家从事国际学校升学规划以及出国留学咨询和海外游学服务的公司，目前的业务发展主要集中在北京、上海、广州、深圳等一线城市，M公司决策层根据目前的市场需求，制定了近两年业务量增加50%的和战略目标，根据公司战略发展对人才储备提出了新的要求，尤其是M公司销售人才的储备，销售人员是企业发展和创收的重要部门，M公司的客户群体为一线城市的具备较高知识水平且支付力比较好的高端客户群体，因此对基层销售人员的综合素质有了更高的要求，但是目前公司对于销售人员的管理以及培养存在很多问题不足以支撑公司实现战略规划。

本文以M公司作为主要的研究对象，作者通过研读大量的文献，对胜任力的概念、胜任力的发展过程、胜任力模型的构建方法和构建步骤进行认真学习，之后对M公司销售人员的基本情况进行了解，对该岗位的绩效标准、招聘流程、人才培养机制进行整理，归纳总结了目前对销售人员的管理中存在的问题，为了解决这些问题，作者尝试采取构建销售岗位胜任力模型的方法来解决。

本文在构建胜任力模型的过程中采取了几个步骤，第一步，从M公司销售人员中，选取了20名研究样本，按照一定标准分为了绩优组和绩普组，采用行为事件访谈法，通过对20名销售人员的访谈，收集了销售人员的岗位特征，经过后续的筛选工作，提炼了20个胜任力特征。第二步，根据提取的胜任力特征信息进行问卷调查，对问卷数据进行分析整理并进行了问卷信效度检验。第三步，采用因子分析的方法，从20个胜任力特征中提取了五个主要维度，分别是：专业知识、业务能力、个人素质、学习与思考、个人意愿。第四步，采用权值因子判断法对胜任力要素进行分类和权重分析，最终完成了M公司销售岗位胜任力模型的构建。本文通过构建销售岗位的胜任力模型，希望对M公司销售人员的管理工作提供有效的参考，解决当下存在的问题。

With the development of the country's comprehensive national strength and the improvement of its international status, more and more families choose to study in international schools and have plans to go abroad, especially in the past two years. If an enterprise wants to survive and develop in the competition, it must have strong team management ability and talent replication ability. M company has been established for 11 years and is engaged in international school admission planning, study abroad consulting and overseas study tour services. At present, its business development is mainly concentrated in first-tier cities such as Beijing, Shanghai, Guangzhou and Shenzhen. The company has formulated the strategic goal of increasing its business volume by 50% in the past two years. According to the company's strategic development, new requirements have been put forward for talent reserve, especially for M company's sales talent reserve, which is an important department for enterprise development and income generation. M company's customers are high-end customers with higher knowledge level and better paying power in first-tier cities. Therefore, there are higher requirements for the comprehensive quality of grass-roots sales personnel, but there are many problems in the management and training of sales personnel that are not enough to support the company to achieve strategic planning.

This paper takes Company M as the main research object. By studying a large number of literature, the author carefully studied the concept of competency, the development process of competency, the construction method and steps of competency model, and then understood the basic situation of sales personnel in Company M, and sorted out the performance standard, recruitment process and talent training mechanism of this position. In order to solve these problems, the author tries to adopt the method of building the sales position competency model to solve them.

In the process of building the competency model, this paper takes several steps. The first step is to select 20 research samples from the sales staff of M company and divide them into the excellent performance group and the poor performance group according to certain standards. The behavioral event interview method is adopted to collect the post characteristics of the sales staff through interviewing 20 sales staff. 20 competency characteristics were extracted. The second step is to conduct a questionnaire survey according to the extracted competency characteristic information, analyze and sort out the questionnaire data, and test the reliability and validity of the questionnaire. The third step is to use the factor analysis method to extract five main dimensions from the 20 competency characteristics, which are professional knowledge, professional ability, personal quality, learning and thinking, and personal willingness. The fourth step is to use the weight factor judgment method to classify and weight analysis the competency elements, and finally complete the construction of M company's sales position competency model. By building a competency model for sales positions, this paper hopes to provide effective reference for M company's sales staff management and solve existing problems.