High-quality human resource managers can be achieved by recruiting highly educated human resource-related professionals. With the increasing complexity of human resource management technology, enterprises require higher and higher academic qualifications for managers, because human resource managers who have received formal higher education have better knowledge structure and stronger learning ability, and can quickly adapt to the changing external environment. For example, in Europe, the proportion of highly educated human resource managers is very high, 83% in France, 68% in Spain, 63% in Sweden and 72% in Britain.
In fact, recruiting talents with formal higher education is only one of the paths of specialization. Human resource management has its particularity. As a practical work, how to improve one's ability in combination with work practice is a more important issue. Therefore, for human resource managers, on-the-job training is another very important way to cultivate competence. There are many training methods, one of which is competency-based training. Training based on competency model design is the key competency feature of cultivating employees in specific positions. The purpose of training is to enhance employees' ability to achieve high performance, adapt to the future environment and develop their ability potential. It is divided into five steps: evaluation, explanation, planning, training and re-evaluation.
Step 1: Evaluate
In order to make the training achieve the expected effect, the most important thing is to understand the needs of human resource managers, prescribe the right medicine and carry out corresponding training. These evaluation items generally use questionnaires, charts, etc. With the help of computer, through the analysis of managers' respective abilities and qualities, the report is finally obtained.
Step 2: Explain
After the report comes out, we can discuss it in groups first. Through the analysis of the chart, we can understand what the characteristics of a truly capable manager are. Then, each participant communicates with his own professional trainer independently, makes clear his own strengths and weaknesses, and chooses the courses suitable for him for training.
Step 3: Plan
After receiving professional guidance, the human resource manager should start making plans according to his own situation. Managers should make a 6- 12-month plan based on past performance, colleagues' opinions and personal values, and list the expected results. After making a plan, managers should share it with professionals or colleagues in order to get reasonable suggestions.
Fourth, training.
On-the-job training has many forms, including off-the-job course training, job-related project training, job rotation, attending international conferences, etc. Human resource managers can choose according to their own needs and personal circumstances, and money and time are important constraints.
Fifth, reassess.
How to evaluate the competence after training? There is an evaluation method called value increase standard, that is, the competence of human resource manager is evaluated by the value he adds to the enterprise, and the specific operation level is evaluated by the company's performance. The human resource manager proves his ability through the influence on the company's performance.