What are the elements of the talent qualification system?

The theoretical basis of the qualification system is competency management, which mainly focuses on the work requirements of employees' competency positions, measures and evaluates employees' job competencies, so as to guide the training and selection of employees, establish employee career development channels, drive employees to continue learning, and provide an important basis for human resources work such as promotion and salary. As the first professional company in China to advocate and implement competency management, Burt Consulting has continuously improved the competency model based on years of practical experience in enterprises to serve different management scenarios. The qualification system based on the competency model mainly includes four elements:

1.Objective conditions: relatively rigid qualification requirements, such as academic qualifications, experience, certificates, etc., can often be determined based on facts or information records, and often focus on less and more refined in practical application, and are usually the basic requirements for job qualifications.

2.Professional knowledge: For different professional positions, sort out the knowledge points that need to be mastered to carry out the work of the post, which can usually be combined with enterprise knowledge management.

In the relatively complete qualification management system, the professional knowledge points required by the position correspond to professional written examinations, interviews and other evaluation methods.

3.Behavior indicators: In the process of effectively carrying out job work, managers or employees also need to have certain abilities, such as communication skills, innovation capabilities, problem solving skills, etc., which need to be defined and behavioralized in the actual application process of the enterprise.

4.Internal driving force: In recent years, the internal driving force elements have gradually been paid attention to in the development process of the qualification management system, which is routinely manifested in employee satisfaction, engagement and other attitude indicators, which directly affect the realization of employees' knowledge and ability.

In the process of practical application, Bert Consulting found that there are also differences in the application requirements of the qualification system in different management scenarios. First of all, in the different scenarios of internal selection and external recruitment, there are differences in the items and methods used in the job qualification requirements. Secondly, in the setting of qualifications for management positions and professional positions, the composition of the above elements also needs to be differentiated.

In addition, the requirements for the construction and use of qualifications are also different depending on the level of the position. For example, the qualification requirements for low-level positions are usually recommended to focus on objective conditions and professional knowledge, on the one hand, the requirements are simple and clear, and on the other hand, employees are mainly encouraged to strengthen professional learning and enhance their ability to work in the professional field. For the qualification requirements of high-level positions, more attention is usually paid to behavioral indicators and internal drive.

On the one hand, whether employees can effectively translate their professional level into organizational performance on the basis of a considerable degree of professionalism will be largely affected by the strength of relevant work ability. On the other hand, there are talents with a high level of knowledge and ability in some enterprises, but the actual work performance is relatively average, which means that there is a problem with internal driving force, which requires enterprises to pay attention to, find and solve problems in a timely manner.

What are the elements of the talent qualification system, first of all, there must be some certificates.

What are the elements of the talent qualification system? Online**.

The talent qualification system is a management system that regulates, guides and evaluates employees' work ability (knowledge, experience, skills) and work behavior (work activities, behavior norms, work quality) in order to achieve the strategic goals of the enterprise. The talent qualification system mainly includes the design of career channels, the construction of the qualification standard system, the evaluation and certification of qualifications, and the application of the qualification system.

1. Career development channel design.

1.Sort out the positions and determine the responsibilities of employees;

2.Classification of positions, division of sequences;

3.Positions are stratified and graded.

Second, the construction of the qualification standard system.

Qualification standards refer to the knowledge, skills, abilities and qualities that incumbents must possess in order to ensure the realization of work objectives. It is often expressed in terms of academic qualifications, majors, work experience, job skills, and abilities required to be competent for the position. Qualification standards can generally be divided into basic conditions, behavioral standards, ability standards, and performance standards.

3. Qualification evaluation and certification.

1.Definition of qualification evaluation and certification: After the establishment of career development channels and qualification level standards, the next step is to compare the actual work performance of employees with the channel level definition and qualification level standards to evaluate the qualification level reached by employees.

Fourth, the application of the qualification system.

It is manifested in the application of talent training, talent echelon construction, career development planning, salary system design, etc.

Qualification system: From the perspective of competence, the ability of employees is graded and graded, the training and selection of employees are standardized by the qualification standard system, the career development channel of employees is established, and the continuous learning of employees is driven, and at the same time, it provides an important basis for human resources work such as promotion and salary. It mainly includes qualification standards, qualification grading evaluation, qualification adjustment and management, qualification implementation and feedback.

This intermediate certificate is issued by the city of Hangzhou, and it is necessary to evaluate the junior level (that is, the assistant engineer) first, and then after four years, the English and computer exams are used to evaluate the intermediate title.

It's not what you call a professional qualification.

To settle down, generally the units of the regular point can have a collective hukou, that is, there are 180 people under the hukou.

Core Standards.

The core criteria are the key elements, and the focus is usually divided into knowledge, skills, experience, behavior, and competencies.

Knowledge: the knowledge necessary to support employees to complete their business, such as company knowledge, professional knowledge, environmental knowledge;

Skills: Skills that are operational in conducting business, such as general skills, professional skills;

Competency: According to the iceberg model, quality is mainly the content under the iceberg, mainly values, self-image, motivation, personality traits and other content. Quality items can be developed by using BEI interview method, deduction method, and benchmarking method.

For example, general quality, management quality, and professional quality are equivalent to the content of the competency model;

Behavior: Work behavior is mainly about what to do, how to do it, and what results to output. It can be combined with department responsibilities, job descriptions, process analysis, department plans and other content to analyze, and output work units, work elements, and behavior standards.

It can take the "behavior module-behavior essentials-behavior standards" step by step, summarize, decompose and summarize similar items, and finally determine the behavior standards of each sequence.

For job qualifications, the definition of encyclopedia is: job qualifications refer to the requirements for the knowledge, skills, abilities and personality that the incumbent must have in order to ensure the realization of work goals. Generally speaking, job qualifications are the standards and requirements set for engaging in a certain position and the different levels corresponding to the position, as well as the basic conditions (age, education, work experience) and knowledge, skills, and qualities that need to be possessed.

Therefore, qualification is actually the standard and development direction of talent selection and training. So, why do companies establish job qualifications?

1.A good set of qualifications is based on the company's strategy and business, and is the implementation of the company's talent strategy, which can effectively support the realization of the company's strategic goals through the training and development of employees;

2.For knowledge workers, in addition to salary, on-the-job learning and development opportunities are also very important to them. The qualifications clarify the job development channels and the requirements of different levels, so that the employees can clarify their own development direction, and then take the initiative to learn and make up for their shortcomings;

3.The knowledge and skills in the qualifications clarify the content of job training and provide the basis for capacity design. At the same time, because most of the knowledge and skills in the qualifications are closely integrated with the work tasks, this greatly improves the pertinence of the training work, so that the training is deeply rooted in the actual work.

As the basis of management, job qualifications not only provide direction for talent training, but also play an important guiding role in personnel recruitment, performance appraisal, salary management and other modules.

In the establishment of qualifications, the knowledge and skill model and the quality model are the core contents. Compared with knowledge and skills, quality is more abstract and secretive, and the definition and interpretation of quality also need to be combined with work to form a behavioral language and unified standards. In this process, the role of professional consultants is very important, they accumulate a large number of behavioral cases through data analysis, BEI benchmarking interviews, focus group seminars and other professional tools and methods, and conduct in-depth analysis and decoding of these behavioral cases, and sort out the quality model and knowledge and skill model that the target position needs to have.

Finally, combined with other job requirements, a qualification standard manual is formed to guide employees' learning activities and development paths.

2. Learning Map-Imitation Beam-Action Guide < to Accelerate Learning Effectiveness

Learning maps refer to a series of learning activities designed with the vocational skills development of members of the organization as the core, which is a direct reflection of the learning and growth path of employees in the organization. In this series of learning activities, it includes not only traditional classroom training, but also reading and self-study, on-the-job exercises, e-learning, coaching and coaching, serving as an in-house training instructor, coaching others, etc.