Research On Department Manager Training And Optimization Of D Company Based On Competency Model

The department manager is the core of the whole department and plays an important role in the development of the enterprise.Based on this,it has attracted the attention and attention of many large enterprises.Company D was established in 1989.At first,its products were mainly fine chemicals.Since then,its business has been continuously expanded,and it has formed a diversified development path.Now,the company has formed a multi-sector pattern up and down.At present,under the diversified development strategy of D Company,D Company urgently needs to recruit excellent department managers to manage and build an excellent staff team.According to the quality evaluation report of the human resources department manager of Company D,the overall quality of the department manager of Company D is low,and the lack of excellent department managers restricts the orderly development of Company D and affects its future growth.Company D adopts internal training to improve the level of department managers,but the training effect is not good,and the training problems of department managers are frequent,for example,the training design lacks strategic guidance;The course content is not targeted and practical.This paper studies the training of department managers in D Company.First,the literature research method is adopted to sort out the theory and literature.Second,through the questionnaire survey,we learned about the training of department managers of Company D and found that the main problems occurred in the training system.For example,the design of the department manager training system has insufficient strategic guidance,and there is a lack of correlation between the training content and the company’s strategy;The content of the training course for department managers of Company D is seriously targeted and practical,and lacks relevant content specific to the post;The department manager training system of Company D has the problem of insufficient scientific design and failed to build a perfect system,such as the lack of a clear training system such as salary and promotion;The evaluation method of manager training is single and ineffective,and the evaluation results cannot be reasonably applied.Thirdly,build the corresponding competency model through behavioral event interview.Fourth,according to the existing training problems and causes,manager training system of D company.The research of this paper is summarized as follows:(1)Although Company D has carried out corresponding training for department managers in the form of external experts,on the whole,there are still many deficiencies in the training for department managers,including: there is insufficient strategic guidance in the design of training system,and the training content is not related to the company strategy;The content of the training course is not targeted and practical enough,and no good content has been developed for the post situation;The design of the training system is not scientific enough to form a perfect system;The training system lacks corresponding incentive systems such as salary and promotion;The training evaluation method is too single and lack of effectiveness,and can not effectively use the evaluation results.(2)The training concept is backward,fails to keep up with the development of the times,and the leadership pays insufficient attention;The training system is not systematic,targeted and scientific;The problem of supporting training is reflected in the insufficient manpower and funds invested by the company in the training of department managers.The existence of these problems has greatly affected the effectiveness of training.(3)The main contents of the competency of the department manager of Company D include: "personal quality characteristics",that is,loyalty,self-discipline,sense of responsibility,executive ability and other related abilities;"Team management ability",i.e.decisionmaking ability,training guidance,task allocation and other abilities and qualities;"Professional comprehensive ability" refers to work cognition,information analysis ability,professional knowledge and skills.(4)Department managers of Company D will focus on job competence.(5)Company D shall,based on the analysis of training needs,promote the optimization of the training system through multi-dimensional planning,and application of training effects,aiming at the problems and causes in the current department manager training.In detail,it is mainly carried out in the following three aspects: optimization of training plan: from the following dimensions:determination of training objectives,content design,method determination,and teacher selection;Training implementation and control: including determination of funding sources,cultivation of teaching activities,training quality control,management regulations,etc.;Effect evaluation and application: department manager training evaluation method,training evaluation process,and evaluation result feedback.