胜任力人才管理模式应用（Competency; talent management model; application）.docVIP

胜任力人才管理模式应用（Competency; talent management model; application） The expansion of enterprise scale, organization control, regional and national competition upgrade management professional talent team construction enterprises make differentiation, especially how the screening, selection, evaluation, training, incentive talents, human resources management become the biggest challenge facing the current. The author believes that the competency is the core point, through the construction of talent introduction, evaluation, appointment, training and development of the five in one model of talent management, can help enterprises to adapt to the construction of a enterprise to achieve strategic objectives and core competitiveness to create people who need to echelon, and make development of integrated development of talents and occupation enterprise. First, the feasibility of talent management model based on Competency Different business models determine the different management models, and also determine the construction of enterprise talent echelon each with its own characteristics. For the time being, it is difficult to have a unified management model for replication. According to the construction of talents strategic and practical requirements, the author believes that the establishment of enterprise strategic level echelon personnel should not only focus on the human resources (corporate strategy, business model, corporate culture), but also from the actual needs of work, based on the post (post) competency requirements, combined with the talent itself with the quality and potential in order to construct a effective and meet business needs, the appropriate post, meet the staff development needs talents. Figure 1 shows the theoretical framework of competency management model. 1, strategic analysis, the realization of enterprise strategy is an important component of talent echelon construction as a human resources system construction, to promote the core competitiveness of