The Study Of Competency Model Construction Of Employees In ChongQing's Private Enterprises

With the mature of market economy, the administrators of private enterprises come to realize the value of human resource. Human resource is the first resource. Many administrators were puzzled on how to employ, develop, promote and assess the employees. The researches of human resource in and abroad China have also improved. The competency model of employees spreads all over China, which effectively supports the employment, development, promotion and assessment. But presently, the domestic researches were carried out mainly in state-owned enterprises with the inspiring theory, seldom in private enterprises, much less with a quantitative analysis. Thus, this paper combines the competency model with the human resource management and development of middle and small private enterprises in Chongqing, analyzes and evaluates these models through scientific empirical study, finds out the problems, and proposes countermeasures accordingly. The paper proposes the hypothesis that private enterprises in Chongqing can successfully construct its competency model of employees. And through interview, literature analysis, questionnaire, comparative analysis, BEI and empirical study about CQJY company, the following conclusions are drawn: The six factors influencing the construction of competency model are high cost, long construction cycle, changeable competency model, requirements for competency model construction group, enterprises phenomena, insufficient support from leaders. Present situation of competency model construction in Chongqing's private enterprises demonstrates that the administrators and directors of human resources have realized the importance of competency model construction; yet the management of this construction needs improvement; and private enterprises doubt whether they can construct the model. But the empirical study about CQJY company proves that private enterprises in Chongqing can successfully construct its competency model of employees. On the basis of these conclusions, the author proposes five requirements, two savvy, five principles and five countermeasures, which should be obeyed to improve the construction of the competency model.