The Research On Competency Model-Based Training System Of Schering-Plough

The Training has been emphersised in Humance Resources togther with the increasing telant importance in company's development and its competition. Meanwhile, the competency model has become an effective tool in HR after the concept of competency has been widely recognized since 1960-70s. Therefore, how to apply competency model into training system is one of the key fields in HR research.Schering-Plough established the competency model in 2006 and started to launch this model to global companies. Shanghai Schering-Plough is a manufacture center in Asia-Pacific region with drug production as its major business. The focuse of HR is technical telant retain and development. Hence, to design a competency model based training & development system is required by business.The foundation of training system is how to localize the competency model from headquarter and to make it suitable for the Chinese culture and Shanghai manufacture center. In order to set up competency model of Shanghai Schering-Plough itself, the research methods used in this program includs the analysis of performance appraisal data, behavior observation and expert interview. The competencies for three levels have been defined in this localized model. For managers, the competencies are work management and balance, facing to subordinate, coaching subordinate and others, plan making, establishing effective team, process management; for supervisor, they are composure in crisis, quality of decision, organization ability, expression skill and problem solving (this is the transit competency from operator to supervisor); for operator, they are time management, colleague connection, personal learning and individual acknowledge.The designing and establishing of the training system is based on company culture, and supported by competency model and professional technology. This training system covers 3 parts: training need analysis, training method selection and training effectivenenss evaluation. The real practice of training program of Shanghai Schering-Plough in 2008 is reviewed and discussed based on the research above. Some suggestions on the application of training system and competency model in HR management are offered as well.