Competency Model Based Recruiting Practice In Kone Elevator Company

It has been for 30 years that competency modal has been using for evaluating task based ability, knowledge and personal characters. Major reasons for applying"competency modal"are, improve organizational performance; improve competitiveness; supporting revolution of organization's culture; improve effectiveness of training and human resource development; move forward recruitment and interview related process; reduce turnover rate of human resources; individual career path planning; understanding and defining the necessary competency and foreseen the area which lacking of competency; Increase flexibility of work force; support human resource strategy; reference for defining salary and incentive package. Throughout over decade development on research and application, competency modal and study methodology based on competency becoming an effective tools for many commercial organization solving problems on recruiting, assessment, training and promotion.However, for many commercial organizations, the application of competency modal for every position's responsibility is very difficult to be applicable. It is necessary to have a little adaptation for adjustment in curtain area, such as the adjustment in area of planning, recruiting and training whichever has the most advantage.KONE Elevator Company Ltd is a European based company, had been established close to 100 years, current number of employee has about 30000. In 1996, as the world forth largest supplier of elevator and escalator established China headquarter in Shanghai and in the meantime, factory was set up in Kunshan. The organization development of the organization is fast, market share has kept in one of the leading position within China's market. However, compare with the competitors, the development of KONE in China is still lacking in behind.In 2005, KONE had initiated and implemented new strategy, named KONE WAY. The KONE Way redefine the process of the organization and structural integrity, including four key process, customer, product supply chain, product solution, management and support. The new processes bring in challenge to human resource management system.This paper illustrated the competency and competency modal related theory and conclusion made to compare the details on conventional job description method and competency modal. Combining theory and actual application, problems build into the management of human resources were analysis, particular in recruiting and selection of human resource. Case study was used to conclude and discussing about KONE's recruiting experience in application of competency model.This paper foresees difficulty in applying the competency modal in human resource management. The conclusion and evaluation made within this paper illustrating the value and effectiveness of competency model in human resource recruiting activities. More important is to let manager of commercial organization and people who are working in human resource management area, understand and know how to apply the competency model in human resource management.