素质模型实践中的难点与分析(国外英文资料).docVIP

素质模型实践中的难点与分析(国外英文资料) After about 2003, the quality of the model by a storm in the country, from theory to practice, in consultation institutions and corporate human resources manager together, is together on potential, more people put forward to the quality of the human resource management system based on human resources instead of the traditional model of ideas, many people even in 2003 as the field of human resources quality year . Over the past two or three years, the wind seems to gradually calm down, and then go back and look at those in the domestic quality model pioneered the practice of the enterprise, and the effects of those coming in all aspects of the action of the enterprise, the more we feel the quality model in the domestic landing, rooting far from the expected so optimistic, on the contrary, it also needs to a long process. Therefore, in the light of the practice of a large number of enterprises over the past few years, this article will focus on some major difficulties in the implementation of quality model, and make corresponding analysis. The practice of enterprise and the corresponding case mainly from the following three categories: one is the domestic enterprise benchmarking enterprises, such as HUAWEI, Vanke; second is in the leading position, influential enterprises such as China Unicom, the beauty in a domestic industry; thirdly, some hidden star enterprises, these enterprises may fame is not big enough, but in its market segment often have national and even global leading position, which both include our customers in consulting practice and we have examined the enterprise. These three types of enterprises are basically the main body and pioneer of the current domestic enterprise application quality model. Difficulty 1: the perplexity in the process of establishing the quality model Generally speaking, the establishment of competency model consists of the following four methods: Strategic deduction, benchmarking and reference, BEI (behavio