What Are the Different Types of Business Management Qualifications?

Job qualification system: From the perspective of competence and competence, employees are graded and graded. The job qualification standard system is used to standardize the training and selection of employees, establish a career development channel for employees, and guide employees to continue learning. At the same time, work for human resources such as promotion and compensation Provide important evidence. It mainly includes qualification standards, rating evaluation, qualification adjustment and management, qualification implementation and feedback.

Qualification System

1. Post qualification is both the basic work of human resources management and the core work of human resources management.

In a large number of management and consulting practices, we have found that enterprises are often confused by the following management aspects:

The company has a clear mission,

Enterprises are often confused by the following management aspects:

The company has clarified its mission, vision, and values, but only hangs it online for others to see. What the company says and the employees do are two different things. The senior management of the company expects the professional qualities of the employees to be just wishful thinking;

After repeated investigations, inspections, and demonstrations, the company decided to expand new projects. After everything was ready, it was found that no one was available and had to give up. There was no systematic planning for leadership development, and insufficient talent preparation became a bottleneck for many high-growth companies;

Key positions rely on intuition and personal experience for decision-making. Due to the lack of effective standards and methods, and even the phenomenon of "testing", the data shows that the success rate of domestic managerial personnel recruitment is less than 50%;

The company has established a competency model (also known as a quality model and a competency model) that can be used for recruitment and selection, but when faced with substantive issues such as job promotion and salary promotion, it seems helpless and has no basis to rely on;

After the company's inspection, a star employee who has repeatedly made great achievements in his business was promoted to a manager. As a result, the business expert was reduced to a mediocre manager. Not only were the people around him dissatisfied, but his career was also mired in a dilemma;

The above problems can be summarized into the following three problems:

What kind of employees does the company need, how do they hope to do things, and what kind of contributions should employees make?

The solution is: in terms of investment, the company must understand what qualities, knowledge, and skills employees should have. In the course of employee operations, the company must clearly pass the expected behavior of employees to employees. Finally,

Building

First, the system plan is

1,

1. Strategy development process

There should be sufficient basis for the formulation of the post qualification system strategy. mainly include:

a) by

In the qualification evaluation process, first of all, it is necessary to classify all positions, classify the same type of posts into one category, and design the same qualification evaluation elements for them, that is, the The qualification evaluation elements table is consistent.

Secondly, according to the characteristics of various types of posts, the evaluation elements and evaluation standards are set from the aspects of ability and technology level, performance level, and workload. For the characteristics of each position of the Group, the evaluation elements mainly include general evaluation elements and special evaluation elements. The general evaluation elements are the so-called years, titles, academic qualifications, etc. The special evaluation elements are determined according to the characteristics of various types of posts.

Third, after determining the evaluation elements and standards for various types of posts, a certain point value must be assigned to the standards for each element, that is, the evaluation of the post qualifications is reflected by the point system model.

Finally, employees of various types of posts conduct regular evaluations according to the criteria and scores of the evaluation elements, and obtain the final score of each employee. They are ranked according to the scores and follow the principle of normal distribution. Correspond to the corresponding salary level, so as to achieve the goal of employees corresponding to the salary level.