Construction And Application Of Competency Model Of Key Positions In TH Technology Company

In an era when market environment is constantly changing and knowledge updates at an ever increasing pace, the formation and improvement of core competitiveness of enterprise are depending more and more upon people. Therefore, the competition of enterprise is gradually turned into the competition of talents and the way for an enterprise to select the required talents, to determine the talent standards and to evaluate the competency of existing staff has became the key of enterprise human resources management. Accordingly, the competency model has obtained the concern of many human resources management researchers and enterprises with its special contribution to the formation and development of core competitiveness.Competency model is a term to represent some underlying characteristics which are owned by individuals and lead to their excellent performance in some post or position. In view of the high loss rate of key staff in TH Technology Company, no evaluation standards for recruitment, no linkage between training and staff development, etc., the research uses focused event interview and questionnaire to interview and exchange ideas with the key staff, and carries out a statistical survey to build a transitional competency model. Afterwards,360-degree appraisal is used to test and verify the model to complete the construction of competency model of TH Technology Company. The model is then applied into the performance appraisal system to divide the staff into three groups:excellent, qualified, improvement required in a 3:5:2 ratio after evaluation. In combination with the post and level and the three groups, a model of "inter-conversion and dynamic co-existing of the three groups" is established to further complete the construction of training system.