What are the employee competency models?

Employee competency models include: core competencies, general competencies, and professional competencies for all employees.

1. Competencies of all employees: Based on the core values ??and development strategies of the company and the most basic cultural concepts of the company, the core competencies and motivation and desire for achievement of all employees are one of the competencies of all employees. Almost everyone has a very strong motivation and a strong desire to achieve.

2. General competency: Different job sequences and different department positions must have professional, technical, ability and other corporate characteristics, which are general competencies.

3. Professional competency: Based on the strategic goals of the enterprise, different roles, different job sequences, and different professional competencies that must be possessed in different positions. For example, a large state-owned enterprise has a professional competency for a government public relations position. for political sensitivity. Other positions are not required, or positions in other organizations are not required.

Application of competency model:

1. At the talent recruitment level

In talent recruitment, based on the competency model and combined with the position level, we propose According to the recruitment requirements, design feasible interview questions. Secondly, candidates can be better adjusted based on their competencies to give full play to their talent advantages and achieve job matching.

2. At the personnel training management level

For enterprises, in the talent training process, using the competency model as the core basis to develop targeted courses can not only meet the needs of The enterprise's employment needs can also effectively improve efficiency.

3. At the level of salary management

In the past, salary management was based on overtime intensity and performance, but this frame of reference is not universal and is not suitable for evaluating knowledge-based employees. The suitability of talent capabilities is not ideal. Competency-based salary management can break through the traditional management model, stimulate the enthusiasm of knowledge-based talents, and improve the retention rate of talents.

4. Performance management

It can also make up for the lack of goal-oriented assessment, thereby paying attention to the process of employees' best work, which is beneficial to the long-term development of employees and the company. For example, in terms of performance The assessment includes result-based indicators, behavioral indicators, and quality indicators. Among them, the setting of behavioral indicators and quality indicators are derived from competencies, such as: communication skills, execution skills, initiative, problem analysis and solving skills wait.