Research On Training System Of The Middle Managers Of C Company Based On Competency Model

In recent years,China’s market economy has developed rapidly,and the level of information technology and knowledge has increased year by year.In such an environment,enterprises must keep up with the pace of the times if they want to improve their competitiveness.Talents are one of the important elements in the process of sustainable development of an enterprise.If an enterprise wants to occupy a place in the fierce market competition,it must have talents who keep pace with the times.Middle managers are often the core hub connecting the company from the preceding to the following.They are connected to the top management from the top and directly to the grass-roots management and executive staff from the bottom.The company’s information transmission,task division and work effectiveness are closely related to middle-level managers.Therefore,the quality and working ability of middle managers are crucial to the smooth realization of organizational goals and efficient management.Staff training system is an effective measure to improve staff quality and ability.C company is a leading technology of auto parts companies.With the development of economy,China’s automobile industry is facing a big change,from traditional production mode,ushered in the electric,intelligent,snatched,sharing new opportunity,at the same time C company also came into the period of maturity,facing innovation and transformation,the company is seeking innovation from all aspects of business,and try to make the transition to digital and intelligent,for the preparation of new business models in the future.There are 27 in 30 middle managers were promoted internally,and most of them are lack of competence at present.In order to improve the competence of middle managers in C Company,this paper studies and constructs a competency model for middle managers in C Company.At the same time,because the training system of C Company is not systematic and perfect,this paper studies the training system from the perspective of competency,and establishes a training system based on the competency model,which meets the long-term development needs of C Company and has a good reference significance for the same industry.The main content of this study is divided into five aspects.First,on the basis of research background,research significance,research methods and relevant literature review,the theory of competency which based on middle managers training system is discussed.Through the theoretical research on these aspects,the research topic of this paper is drawn up,and the value and significance of training system construction based on competency model are revealed.Secondly,on the basis of the general introduction of C Company and its middle managers,this paper adopts the form of questionnaire survey to study the training needs,training plans,teacher allocation and lecturer training,training evaluation and measurement,training facilities and systems and other resource support aspects.Training needs research is not enough,training curriculum are not reasonable,training plan is not systematic,lack of training effect evaluation and tracking systems,lack and incompetence of training instructors are put forward for the C company’s middle managers training status,then make analysis form three aspects,which include the concern of top management,the company’s internal promotion mechanism,the perfection level of the training system.Thirdly,based on the requirements of middle managers through the development strategy,a competency model for middle managers of C Company is constructed through behavioral event interview method,which include 10 items.Fourthly,based on the competency model of middle managers of C Company,the content of the training system is designed from four aspects,which include training demand analysis,training plan formulation,training plan implementation,training evaluation and feedback.Proceeding from the six objectives,following the principle of sustainability,on-demand teaching and prioritizing benefits.Fifthly,in the process of implementing the plan,this paper puts forward the safeguard measures from four aspects: concept,capital,relevant system and enterprise culture.These four measures are the premise of doing a good job of this training and the company’s future talent cultivation and reserve.