What Is a Feature Model?

In business management, we have all seen students who graduated from the same major and class work in the same position. Some people have very high work performance, while others have very poor work performance, and even have been eliminated by the enterprise. Why is there such a difference? This is due to the different impacts of key competencies on the job. The design of the post's key competency quality model is a process of establishing and quantifying the management of a company's high-performance quality standards. It mainly solves the problem of quantifying the key competency quality standards for different positions in the enterprise, and solves the problem of what types of people we encounter in practice can produce high performance in this position. This is the competency quality of the enterprise. Reasons and prerequisites for models and research.

Competency model

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In business management, we have all seen students who graduated from the same major and class work in the same position. Some people have very high work performance, while others have very poor work performance, and even have been eliminated by the enterprise. Why is there such a difference? This is the key to the job

Chinese Academy of Sciences

So far, researchers have explored a variety of procedures to perform

The competency model not only helps to establish a common language within the organization, but also acts as a "binder" to link different enterprise human resource management functions into a whole, bringing continuity and coherence to it. Therefore, based on competence Competitive human resource management is becoming an irreversible trend. The competency model can play an important role in most functional areas of human resources management

4.1 Competency Model 4.1 Human Resources Strategic Planning

The strategic planning and organizational structure design of an enterprise restrict the elements of the competency model and their interrelationships. The competency requirements of any position must first consider the needs of the organization's development strategy. Human resource development based on competence should undoubtedly fit the overall strategic requirements of the enterprise. It reflects the company's intention to treat human resources as its primary resource, and its core resources to maintain competitive advantage. If the human resource planning of an enterprise is not based on competence, it is likely that it will not be possible to clearly review the current situation and future needs of the enterprise's human resources, which will most likely affect the maintenance of the core competitiveness of the enterprise.

4.2 Competency Model 4.2 Recruitment and Selection

Competency-based selection is designed around key competencies, with an emphasis on assessing values (including personality, attitudes, values, behaviors, etc.) capabilities and skills. Talent recruitment techniques based on the competency model, such as methods of psychological testing, structured interviews, and situational evaluations, have attracted the attention of corporate human resource managers due to their ability to select competent people (including underlying motivations, values, and self-roles).

4.3 Competency Model 4.3 Training and Development

Competency-based employee training is the training of key competencies required by trainees and specific positions. The characteristics of outstanding performers over ordinary performers are taken as the focus of training. In this way, targeted training can be targeted. Highlight key content, achieve higher training results, and enhance trainees' ability to adapt to the future environment and development potential. Based on the key competencies required by the trainees as the design basis of the training outline, the developed training courses are more targeted and the training methods can more attract the participation of employees, making this new training model more attractive to employees, especially In terms of enhancing trainees' ability to adapt to the future environment and development potential, it has saved costs and has been widely recognized.

4.4 Competency Model 4.4 Performance Management and Feedback Evaluation

360-degree feedback evaluation based on the competency model has become a key method for the current performance management revolution. At present, in the process of performance management, transcending the evaluation of multi-degree behaviors linked to performance wages has become an effective means of building corporate organizational culture and promoting the humanization of performance management. The feedback from the multiple degrees of information obtained through this evaluation to the appraisers enables the appraisers to better understand the true intentions of the managers, and the completion of goals, performance improvement and ability evaluation can help employees complete goals and improve Self, and understand your career development opportunities in the company. Employees who get reasonable feedback and development suggestions will be more actively involved in the construction of corporate culture.

4.5 Competency Model 4.5 Salary Design and Management

The traditional method of determining the salary level through job evaluation can effectively ensure that the salary reflects the difference in job value, but it cannot reflect the difference in behavior performance and ability level, which can not effectively motivate employees to improve their skills, and it is difficult to effectively ensure the company Competitive advantage in human resources. The salary evaluation and management system based on the competency model can better solve the above problems.