| In the age of knowledge-based economy, along with the increasing of the competition among enterprises, senior managers concern more and more about the individual staff and the organization's overall performance, and put more and more emphases on the effectively development and the rational utilization of the human resources than any time in the past. Human resources are coming into the powerful source of the enterprise day by day, which to gain the core competence for the sustained development. That needs managers must hold the enterprise's demands of the human resources on the strategic perspective, and based on the respect of the humanity, and the confidence of the staff's values, inward demand to explore the staff's potential, therefore, to obtain the enterprise's core competence to gain the core competitive advantages. As the bridge connecting the enterprise's core competence and the staff's core skills, competency model now is used by more and more enterprise on the practice of the human resources management, and becoming into the new base for the construction of the strategic human resource management.Since the competency model was introduced into our country rather recently, at present, the model is usually applied in the large enterprises. Because of the misunderstanding and drifting in practice, the application of the model in some enterprises is un-ideal, along with relatively high cost of the model's construction. That indeed limits the application applied in much more small and medium enterprises (SME). The SME 's distinguishing characteristics decide that if they want to face the more drastic competition, the more necessary they should apply the model to the practice to construct, optimize and improve the human resource management, to provide the intelligence guarantee for enterprises continually gaining the competitive position.The SME should explore and establish the competence model which is compatible with the development and requirements defined by their strategy, based on their special situations. The modeling flow path and the method should be chose by the model's application aim, construction cost and the state of the human resource of the special SME. As the model's application progress concerned, the SME should begin with the specific issues in the human resource management which holdback the progress of the cultivating of the staff's core competency due to the enterprise's expecting, applied model to the Critical position and for the core staffs, using focused, step-by-step approach. Usually speaking, the application should be applied begin with the recruitment and human resource training, which maybe the smallest holdback and the most effective modules of the human resource management. Along with the proving of the model in practice and the administrative staff of the human resource management improving their comprehension of the model, it could be applied in the larger application range, more staff levels and more modules in the human resource management.Research method in this paper: Through the method of Literature Research, this paper make a review of relevant theories about the competency model, make a summary of the reasons for the deviations in enterprise application, and give the meaning and ideas of the model's application, combined analysis of the current situation of the domestic SME. Through the method of Case Study, for am example of the domestic SME - Z Company, This paper introduces the idea and the procedure of the competency model's construction in a SME, and the concrete applications in the Z Company. Through the method of Reduced Behavioral Event Interview, Z Company constructs the competency model of the Software Development Project Manager.This paper will give a theoretical and practical reference for the SME to adjust the ideal of the competency model's application, grasp the application of steps, to streamline operational difficulties, lower operational costs and increase the effectiveness of human resource management and development. |
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