Feature 1: The competency model particularly emphasizes deep-seated features, which are the decisive factor to determine whether a person can obtain good job performance, not superficial knowledge and skills, but the deepest feature, that is, professional accomplishment.
Feature 2: Competency model contains measurable knowledge, skills and professionalism, in which knowledge and skills are the surface factors that determine an employee's quality, while professionalism is the fundamental reason that determines an employee's performance.
Feature 3: Competency model is the root cause of an employee's excellent performance or mediocre performance. Employees with different competency model levels will have great differences in their final performance in their usual work.
Knowledge, skills and professionalism are three important elements of competency model, among which professionalism is the core. What are the aspects of professionalism?
1, social role: a person's behavior and style based on attitude and values.
2. Skills: the ability to use knowledge to complete a specific job in a structured way. If you can have a structured interview.
3. Knowledge: the factual or empirical information that a person has in a specific field. For example, relevant working experience in human resources industry and Internet industry.
5. Motivation: a person's persistent desire for something, and then the internal driving force of action.
4. Self-concept: a person's attitude, values and self-impression.
6. Characteristics: the procedural reflection of individual physical characteristics in the environment and various information.
Social role, self-concept, characteristics and motivation, that is, what we call professionalism, are usually manifested in communication ability, teamwork ability, problem-solving ability, pressure tolerance and enterprise.
The concept of competency model can be summarized as follows: competency model organically combines knowledge, skills, professionalism and other elements according to content, role or post, and describes the related behaviors of the above contents, and then reflects the differences of employees' strategic execution ability through these observable and measurable behavior descriptions.