Competence-How McClelland, a professor at Harvard University, effectively predicts the real performance of diplomats

Preface: Competence, also known as competence, originated in the early 1950s S. At the invitation of Harvard University professor McClelland, help the u. S. State Department design a staff selection method that effectively predicts the real performance of diplomats. During the project, Dr. mclilan applied some key theories and technologies that laid the foundation for competence. Abandoning the preconditions for talent conditions, starting from the first-hand materials, through comparative analysis of the specific behavioral characteristics of outstanding job performance and average diplomats, we can identify personal conditions that can truly differentiate work performance, at the same time, he referred to the personal conditions and behavioral characteristics of these findings that directly affect work performance as competency (competence ). The post competence refers to the personal characteristics of the personnel in the position according to the specific requirements of the job (job specifications), to ensure that the personnel in the position can complete the job well. the following content: knowledge-the information required in a certain vocational field; Skills-the ability to master and use specialized technologies; Social Cognition-the individual's cognition and understanding of social norms; self-cognition-perception and evaluation of your identity; traits-characteristics of a person or typical behavior patterns; motivation-determines the internal thoughts or thoughts of explicit behavior. The above competency models are often described in the iceberg model (see figure ). Knowledge and skills belong to the competence characteristics of the surface layer, floating on the surface, and are easy to discover. social roles, self-concepts, personality traits and motivations are deep competence and hidden under water, it is also difficult to identify using general evaluation methods and management tools, and deep features are the key factors that determine people's behavior and performance. Role of the Quality Model: In order to seek a scientific management means and management tools to discover and apply the following parts of the iceberg model and the specific manifestations of these characteristics, Human Resources workers, in accordance with mclilan's management philosophy, on the basis of fully decomposing the organizational strategy, the behavior event interviews, records, coding, induction, and sorting of employee groups at different levels (performance fulfillment) and business layers are conducted, establish the employee quality model suitable for the strategic development of the enterprise, as an important management philosophy and management method of enterprise human resource management. An employee quality model management system with competence as the core: Rongqiao Chongqing Company's employee competency management model is the company's human resources department, drawing on previous management experience and management achievements, starting from the needs of the company's organizational strategy, the management tools with the management characteristics of rongqiao company are formed through a series of interviews, collation and induction based on the specific business level and specific professional direction of our company, as an important basis for our staff recruitment, selection, job management, and human resource development.

Source: Human Resources Research Institute