Competency Model

more and more companies around the world are promoting human resource management processes based on job analysis (positions) and competency, and are strongly aware of the importance of this seamless talent structure to promote talent management. Job responsibilities describe the responsibilities, requirements and expectations of each job, while ability quality reflects measurable and observable knowledge, skills and the ability to perform and produce expected results.

ability and quality undoubtedly reveals the organization's talent standards, which will be able to guide you to make accurate talent selection, promotion decisions, and how to better develop talents.
Establishing an effective competency model is a complex task. It must reflect the business and culture of the enterprise, and include a set of complex elements, especially the "competency" reflected in those performance employees ".

, we work closely with our customers to understand their unique needs, and combine Ruiwei's years of research results on benchmarking companies to help design customized, consistent with their business strategies and culture, and at the same time reveal employees in the company Ability quality model required for the knowledge, skills, behavior, even motivation, values, etc. necessary for success. This not only covers the core competence that reflects corporate values, but also includes the leadership requirements for managers, and also includes the functional capabilities that have attracted more and more attention in recent years, thereby providing a solid foundation for talent management.

In this process, we will use a variety of combined methods, including strategic clarification, behavioral event interviews, focus group interviews, questionnaires, the ability to use our rich global database, verification ability, etc.

in practice, we have seen many companies make "hierarchical descriptions" of competency models, which cannot be effectively used in later evaluation and development, and the operability is relatively poor. The methods we have can help customers solve this problem very well, and at the same time, we can further build a platform for talent evaluation and management.