Human Resources Selection Method Study note _ job competency model

Document directory

• What is a job competency model?
• How to build a competency model
• Essential Qualities for qualified management personnel
• Key recruitment skills

Next article: Human Resources Selection Method Study Notes _ building a scientific talent view this article mainly describes the study notes on the job competency model course.

What is a job competency model?

 

It is to define the knowledge, skills, and other characteristics that an employee should possess to complete a job by means of behavior. Through the definition of different levels and specific behavior descriptions of corresponding levels, determine the combination of core competencies and the level of proficiency required to complete specific tasks. These behaviors and skills must be measurable, traceable, and instructive, and have a critical impact on the individual performance of employees and the success of the company.

From a micro perspective, it is to define the key capabilities of a job to achieve a certain performance goal and implement it to the behavior description. From a macro perspective, it is to define the key capabilities of all key positions of an enterprise, that is, to enable enterprises to constantly adjust themselves to adapt to the external environment and maintain the overall capability of sustainable development, that is, the core competitiveness of enterprises.

 

(1) The Competency Model consists of several parts

1. definition;

2. description;

3. Example: What is the performance of an outstanding person and that of an outstanding person;

4. What is the improvement method.

 

 

The quality of leadership is a standard for the cultivation and development of a talent. This is a key role of the competency model. It should not only serve as a standard and basis for recruiting candidates, it is also an important criterion for talent cultivation and development.

 

(2) Performance of leadership

 

1. Excellent leadership performance

So what are the performance of being an outstanding leader?

1. Be able to use leadership skills to guide and help people, so that they can be more enriched, find a solution to the problem, and be responsible for their decisions;

2. They can also better understand people and provide some guidance. This is the second performance of excellent people;

3. They believe that this is effective for others;

4. It can create a high level of trust and ability atmosphere, communicate with people and hearts, and communicate with the soul. It can create a frank and gentle environment where people feel that they can take reasonable risks at work and that their efforts and achievements are appreciated. This is a definition and description of the performance of outstanding leaders.

 

2. Insufficient leadership

So what is the performance and behavior description of the leaders?

1. They are indifferent to the needs of others, and always put their goals and their plans at a priority;

2. They tend to use systems and procedures for leadership, rather than taking the time to build a one-to-one relationship;

3. They are likely to be considered personal;

4. When considering whether a goal can be achieved, they may doubt people's skills and abilities;

5. I think it only requires strong command and control. I don't want to spend a lot of time sharing my knowledge with others. I only need to train others to help and support the team.

 

 

Competency models are regarded as the foundation and starting point for building a human resource management system and the basis, norms, standards, and basis for selecting candidates.

 

How to build a competency model

 

How to Build the job competency model? Which building processes are required?

 

(1) behavior event interviews and reference benchmarking enterprises

Through the interview of Behavior Events, we can find out the key capabilities formed in long-term work to ensure the high performance of a job in a position, and conduct research, analysis, summarization, and refinement. Refer to the benchmark enterprises in the industry.

 

(2) refining key capabilities of key positions

After selecting the key competencies and positions, extract the key competencies that the key positions should possess.

 

(3) Practical application and refinement

Summarize, refine, and improve.

 

Essential Qualities for qualified management personnel

 

A result of 25 years of research by foreign experts: 11 essential qualities for qualified management personnel:

1. Influence

It affects the capabilities of superiors, the same level, and the lower level.

2. Motivation for achieving

As qualified managers, there is also a motivation to pursue achievements, that is, the potential under the iceberg.

3. Team Spirit

If a person does not have the ability to work together, his ability will not become a value.

4. analytical thinking

When thinking about a problem systematically and proposing a solution to the problem, you must think about the results of the problem and analyze the problem systematically.

5. Initiative

Be proactive and motivated. Cultivate the quality of educating employees

6. self-confidence

7. Command interruption

8. Information collection capability

9. Team Leadership

10. conceptual thinking

 

Key recruitment skills

 

The general capability model is actually the job evaluation dimension designed when introducing the recruitment and selection work. Which of the following aspects can be used to test the candidates? It is to control the process of rapid election.

Major categories: interpersonal skills, leadership, organizational knowledge, administrative management, self-management, motivation, and logical thinking.

Each category of competence model has specific quality items. Specific quality items are to specify the direction, influence others, strengthen the team, motivate employees, guide and train employees, and promote reform, this is a definition of the candidate's leadership qualities.

In addition to understanding leadership, we need to describe each specific quality item in a specific behavior.

For example, what is the ability to motivate employees? First of all, it is necessary to give employees a challenging job that can be completed through certain efforts. In order to accurately assess the advantages and improvements of employees, we should also give timely and clear constructive feedback, provide necessary guidance, care about the career of employees, and provide development opportunities.

A competent quality model has a large number of categories, each of which has specific quality items, and must be applied to specific behavior descriptions. This is a criterion for selecting candidates.