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Anonymous users2024-02-06As follows:
1. Skill: refers to the ability to use knowledge to complete a specific job in a structured manner, that is, the mastery of the technology and knowledge required in a specific field.
2. Knowledge: refers to the factual and empirical information that an individual has in a specific field.
4. Self-image: It is a person's perception of themselves, that is, the self that they identify with themselves.
5. Quality: refers to the continuous and stable behavioral characteristics of personality and physical characteristics to the environment and various information. Quality and motivation can be the best way for an individual to work unsupervised for a long time.
6. Motivation: refers to the natural and persistent thoughts and preferences (such as achievement, affinity, influence) in a particular area that will drive, guide and determine a person's external actions.
In the late 60s of the 20th century, the United States felt that the selection of diplomats based on intellectual factors was not satisfactory.
Many people who are excellent on the surface are very disappointed in their actual work. In this context, Dr. McClelland was asked to help the United States design a personnel selection method that would be effective in performing their jobs. Over the course of the project, Dr. McClelland laid the foundation for the key theories and techniques of competency research.
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Anonymous users2024-02-05The six dimensions of the competency quality model are: motivation, quality, skills, self-design, social roles and knowledge system". It is of great significance to the human resource management concept, system construction and practice of Chinese enterprises, institutions and leading institutions in the transition period.
In China, it is mainly psychologists who are engaged in the theoretical research of competency models, and some foreign-funded enterprises and joint ventures in China introduce the theory and practice of foreign competency models. The theoretical premise of improving the work efficiency of personnel is to achieve the right person by optimizing the matching of people and posts, and the right person can do the right thing.
Different quality model grading methods will be different. For example, the core quality model of employees can be divided according to the degree of presentation (depth and width), and the specific operation method is to first define the standard behavior requirements of the quality, and then describe the difference in the degree of display on the basis of the standard behavior, which can be divided into 3-5 levels; The leadership competency model is graded in two steps.
Since leadership quality is applicable to all managers in the enterprise, the corresponding behavior description can be carried out according to the job requirements of the manager, so as to divide the level vertically according to the position level. Then the horizontal degree of each level is described, and the specific method is the same as the description of the core competency model of employees.
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Anonymous users2024-02-04The 6 dimensions of the competency quality model are skills and knowledge, social roles and self-image, and quality and motivation. Skills refer to the ability to use knowledge to complete a specific job in a structured manner, that is, the mastery of the skills and knowledge required in a specific field, and knowledge refers to the factual and empirical information that an individual has in a specific field.
Characteristics of the 6 dimensions of the competency quality modelSocial role refers to the image that a person leaves to everyone, self-image is a person's perception of himself, that is, the inner self identifies, quality refers to the continuous and stable behavioral characteristics of the personality and physical characteristics of the environment and various information, and the quality and motivation can be the working state of an individual under long-term unsupervised.
Motivation refers to the natural and persistent thoughts and preferences in a specific area, such as achievement affinity influence, which will drive, guide and determine a person's external actions, and there will be a more comprehensive 6 categories, 20 elements of the competency quality model theory is HR can understand, and psychologists in the competency quality dictionary divide people's job competency into 6 categories.
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Anonymous users2024-02-03The emergence of the quality (competency) model is of great significance to the human resource management of enterprises
On the one hand, it makes up for the soft defects caused by the hard management with the post as the core;
On the one hand, it essentially changes the bottleneck problem of how employees are applied to the enterprise in human resource management, and on the other hand, it concentrates the formation of the competitiveness required by the enterprise.
The competency model is also known as the competency model. competency is "quality, qualification, talent", etc., refers to the collection of various personality traits that drive employees to produce excellent work performance, it reflects the knowledge, skills, personality and internal motivation of employees can be demonstrated in different ways, and ability is to judge whether a person can be competent for a certain job, and is the personal characteristics that determine and distinguish performance differences.
Quality (competency) model is the high-end management of enterprise human resources, is an important extension of human resources management, human resources management practice and research has always been along two directions, one is to the post as the starting point, the organizational structure as the horizontal extension of the context, and another important direction is to the post needs of the people as the starting point, longitudinal excavation and enhance the extension of competency, the core purpose is to promote the post and people to achieve the best match.
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Anonymous users2024-02-02Answer]: There are two common models of competency qualities, the iceberg model and the onion model.
Iceberg Model: The Iceberg Model was proposed by the Spencers in 1993 as a more intuitive explanation of competency qualities, which include six aspects, namely knowledge, skills, social roles, self-concept, personality traits and motivation.
The Onion Model: The onion model of competency was proposed by Richard Boyatez in 1982. In the onion model, the components of competency are similar to those of the iceberg model, including knowledge, skills, self-image, attitudes, values, and personality traits and motivations.
The innermost and middle competencies are difficult to evaluate and acquire, while the outermost knowledge and skills are both easy to evaluate and easy to acquire.
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Since it is determined that the quality of the other party is very low, it is necessary to learn to look at the problem objectively, and there is no great meaning.
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