Research On Construction Of Competency Model For Grass-roots Staff Of Gas Station In C Company

Since the reform and opening up,with the rapid development of China's economy,the consumption and demand of refined oil have also increased rapidly,that provides a development opportunity to oil enterprises.With the continuous opening of China's market,it is easier for famous foreign oil enterprises and domestic private enterprises to grab profits from Chinese market,which makes the refined oil market players diversify and impacts on state-owned enterprises.In recent years,the entry threshold of refined oil is lowered again,which means that the merger and acquisition of oil enterprises is intensified,the speed of industry reshuffle is accelerated,and the market activity is stimulated,which makes the state-owned oil sales enterprises relying on gas stations to operate face huge competitive pressure.Since the 18 th National Congress of the Communist Party of China,the business model of many industries have been overturned by a series of new information technologies,such as big data and 5G technology.The business model of traditional gas stations is also undergoing such fundamental changes.Thus,the state-owned oil sales enterprises urgently need to carry out internal reform to adapt to the above changes and to ensure their steady development.Since the fundamental problem of reform is the human problem,it is urgent to improve the quality of employees,especially the competency of grass-roots staff of gas station who account for more than 50 percent of all the staff.These measurements will promote the reform,and increase the enterprise competitiveness.In this paper the problems existing in human resource management of Petro China C marketing company(PCCMC)are revealed by the investigation of the company's gas station grass-roots staff status based on the competency model theory and personality-job fit theory.The requirements for the competency of gas station grass-roots staff are analyzed,and then the necessity and reason of constructing a general competency model are explained by analyzing the role orientation of gas station grass-roots staff and the internal and external factors of PCCMC.After the extraction of the competency factors of grass-roots staff in gas station,three competency element databases are established by behavioral event interview,job analysis and literature research methods respectively.Then,the final factor library is formed by combing and summarizing the above three element databases,which contains 19 competency factors.On this basis,aquestionnaire containing 19 competency elements was compiled and distributed to all staff of C company gas station.After collecting the questionnaire,the competency model for grass-roots staff of gas station was constructed by analyzing these data with statistical analysis software.The model includes 4 dimensions and 19 factors.This model can play a role if it is applied in practice.Therefore,this paper elaborates on the application of competency model of gas station grass-roots staff in human resource management practices such as recruitment,training,performance management and career management,and proposes new solutions to the existing problems in reality.It can be said that the management practice based on competency model is to transfer the previous focus on work to the attention on human characteristics,so as to achieve the purpose of the organic combination of talent selection and education with the development of service enterprises.It is expected that the construction and application of the model could play a positive role in improving the competency of grass-roots staff in gas station,improve the overall performance of gas stations,provide talents storage to actively response to the patterns of transformation development of gas stations and opening up the refined oil market,and finally improve economic efficiency of enterprises.