Commercial Banking Retail Job Competency Model And Its Application

Sustainable development which is the core proposition to the survival anddevelopment of modern enterprise can be attributed to continuously establishment anddevelopment of the core competitive that ultimately derived from human resources anddetermined by employees’ key specialty and skills, i.e., capability of employees. Those keyspecialty and skills include not only the knowledge and skills, but also the internal driverand personality that usually are non-intuitive and can be reflected by other means. As thebasic of the human resources management system, the competency model is utilized morefrequently in every process of human resources systems, and plays an important role.The competency model, also named as capability model, competency characteristicmodel or competency capability model by some Chinese human resource practitioners, isdefined as a special combination of knowledge, skills and personality in an appropriateposition to do the best work. With the new management model, how to combine with theenterprise culture and operation characters and how to explore and set up competencymodel has a strong practical significance for the establishment of scientific and effectivepersonnel evaluation mechanisms, enhancing human resources management standard andefficiency, retaining key talent and achieving enterprise sustainable development.This paper describes the basic theory and the development situation of competencyand competency model and the challenges of talent development during the strategictransition of commercial banks. It illustrates an actual case in Bank B that the enterprisehuman recourses managers could enhance the whole standard of enterprise humanresources by establishing a specific competency model and utilizing effectively in each ofthe functional models of human resources management.