华立集团对标胜任素质模型开发领导力（HOLLEY group benchmarking competency model development leadership）.doc

华立集团对标胜任素质模型开发领导力（HOLLEY group benchmarking competency model development leadership） The figure behind each quality indicates the number of people among the 11 who have this quality. ldquo of financial personnel; integration of resources; ” “ analysis and decision ” waiting for a higher level of development, indicating that the quality of the general needs to be improved, the need for continuous input in management training. To avoid four errors in the competency evaluation is a systematic process, our experience is that in the implementation to avoid the following errors: first, to avoid the competency model and the qualification, confused with several concepts standards; two, should not be directly linked with the performance evaluation results such as salary, otherwise easily lead to psychological pressure to participate in the evaluation of the staff, to assess the work difficulty; three, the competency model is a path to reach this ultimate goal of talent strategy and enterprise strategy, rather than the goal itself; four, the worry employees use 360 degree feedback system to vent their dissatisfaction with the lower worry that accurately reflect the situation after will be higher known, so to establish, evaluators and assessed the sense of trust. At the same time, in the process of building a competency model, to clear the following points: first, the competency model is concerned with deep outstanding staff should have the quality, including motivation, character, ability and personality characteristics. It is different from the qualification. Qualifications are considered as to whether employees are up to the job standard, and the quality model is built to identify the difference between a good employee and an ordinary employee and not identify the difference between a qualified employee and an unqualified employee. Only the combination of both, in order to ensure that we truly meet the business requirements of the personnel; two, more and more companies in