Construction And Application Of The Competency Model For Middle Managers In GY Enterprises

The 21st century, human resources management in the process of enterprise development will increasingly play a more important role, the company's wealth more dependent on the quality of staff available and the ability of such a competent staff and management ability will be the next the most important human resources management. Middle managers are in corporate decision-making and implementation of management plays a key connecting role in the ability of their direct bearing on whether the outstanding level of enterprise management, thus the growth and development of enterprises have an inestimable impact. Therefore, how to find and excellent selection of middle managers is of concern to many businesses at home and abroad, and the quality model of an effective solution to this problem will provide an important reference.Competence is the quality of 70 in the early 20th century in Europe and North America the emergence of a management concept. Individual expression is used in a certain post, or posts made outstanding performance characteristics. Selected for this study of domestic pharmaceutical enterprises in a mid-level managers as the research object, the quality of their competency model research, the main use of the BEI method of pharmaceutical enterprises of middle management competence, from a combination of theoretical and empirical point of view analysis of middle managers to achieve outstanding quality of performance required to build the quality of middle management competency model.In this paper, the quality and the quality of the model of theory and research are described and illustrated it for the importance of human resources management, as well as the establishment of competent middle managers need the quality of the model. Through a comprehensive understanding of a company, its enterprise management level human resources management and personnel problems of research and analysis, supporting the development of the quality of the model for the importance of personnel management. Then, the corporate middle management competency model building process was studied. Through job analysis, interviews and other channels to collect relevant information, as well as key performance areas, key performance indicators, conduct face-to-face analysis of the results, the successful completion of the corporate middle management competency model. After the quality of how the model is applied to performance appraisal, training, job promotion, etc. has their own ideas. The final article of this study and the inadequacy of innovation are described.