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"Re-energetism" in Human Resource Management

[Abstract] From the perspective of global development; A competency-based human resource management model is taking shape. Guidelines similar to P-CMM (Personnel Capability Maturity Model) system are being widely used to help organizations continuously improve their personnel capabilities to meet the requirements of external environment changes. This paper analyzes the attempts of two domestic and foreign enterprises to implement competency-based human resource management and its application in China enterprises. The author points out that domestic enterprises themselves should have sufficient personnel rights; The top management of the enterprise should have the determination to change and give full support to the change; Because the development of knowledge-based enterprises and high-tech enterprises depends more on the continuous improvement of the ability of enterprise personnel, the application effect of these enterprises is better than that of other enterprises.

From the perspective of global development; A competency-based human resource management model is taking shape. Guidelines similar to P-CMM (Personnel Capability Maturity Model) system are being widely used to help organizations continuously improve their personnel capabilities to meet the requirements of external environment changes. This paper will analyze the attempts of two domestic and foreign enterprises to implement competency-based human resource management, and their applications in China enterprises.

Fiat's attempt

By the 1990s, the management of Italian Fiat Group, from CEO to team leader, had increased to 1 1, and its market adaptability became worse. From the operating situation, due to the continuous expansion of business areas and scattered investment, the competitiveness of core products has declined; Under the impact of the external market, the company experienced the first crisis in history on 1993. After a series of changes, Fiat established a new human resource management model in 2002. Under the guidance of enterprise's unified values, it forms a solid "golden triangle" with strategy, ability and training, which supports the transformation and development of enterprises.

Defining ability

Fiat Group believes that ability is the company's ability to achieve business objectives and maintain competitiveness, which is elaborated in three parts. The first part is the basic knowledge, * * * has nine indicators, three of which are the unified basic knowledge of the group and six are the basic knowledge that different majors or different departments need to master; The second part is professional skills, with * * * band 12 index, which is set according to the nature of the department's work to test the professional level of professionals; The third part is talent and quality. * * * Index 10, which are the pursuit of Excellence, team spirit, time management, simplified decision-making scheme, timely charging, professional consultation, pursuit of innovation, taking risks and responsibilities, effective communication and absorbing the essence of different cultures.

Ownership system

According to professional characteristics and their roles in work, professionals are divided into five levels: general professionals, experienced professionals, senior/leading professionals, senior professionals and professional supervisors. People at different levels have different abilities to describe and evaluate. The first two levels focus on the requirements of basic knowledge and professional basic knowledge. For professionals who hold leadership positions, we should pay attention to the requirements for talents and quality.

Ability dictionary

In order to ensure the openness and transparency of the system, a dictionary of competency model is specially developed. As long as you check, you can know the competency requirements of each position and provide guidance for employees' career development.

Ability evaluation

Fiat Group believes that the key to evaluation lies in fairness and objectivity, so evaluation is considered in combination with work performance and responsibility. Collect relevant data and materials first, then quantify the subjective description objectively and clearly as the main basis for evaluation, and then evaluate it by myself, superiors, peers and evaluation management Committee. In other words, the final evaluation result is not made unilaterally by the superior, but an evaluation certificate is issued by the evaluation management Committee, and the existing ability and the places that need to be improved are clearly pointed out in the ability evaluation certificate.

Promotion and demotion of posts

The position setting is no longer fixed. If an individual's ability meets the ability requirements of a higher position, he can be promoted, and vice versa. According to the ability and characteristics of professionals, rotate posts within the enterprise. A capable person can hold several positions in a group at the same time, either as a leader or as a teacher. At this point, Fiat Group embodies the corporate values of maximizing employee value.

compensation system

Since it is "competency-based", the salary of personnel is of course linked to both work performance and professional ability. A person with high ability, even if his position and performance are the same as others, will get a higher salary in return for improving his ability.

Bomin Company's Attempt

Zhejiang Bomin Electromechanical Co., Ltd. is an export-oriented enterprise specializing in the research and development of various valves, pipe fittings and plumbing fittings. More than 95% products are exported to more than 60 countries and regions such as Europe, America and Southeast Asia.

Defining ability

Bomin Company believes that only with the continuous improvement of employees' ability can enterprises develop continuously, and the acquisition, motivation and development of personnel become an issue that enterprises must attach importance to. They regard ability as the only criterion for selecting employees. Employees who fail to meet the job requirements will be transferred to other posts or dismissed, and they will try their best to let talented and practical people work, which requires employees to continuously improve their skills and efficiency.

performance evaluation

Bomin Company has clearly defined the responsibilities and standards of each post, and established a quantitative and qualitative assessment system. At the same time, the company also provides employees with various learning and training opportunities, requiring employees to constantly enrich themselves and improve themselves to meet the needs of the company's development. These systems are established from the perspectives of caring for employees, respecting employees' personality, understanding employees' feelings, safeguarding employees' interests, and making employees consciously abide by rules and obey management.

compensation system

Since 2000, the ability wage system has been implemented, which is characterized by determining wages according to the actual ability of employees; Conduct dynamic wage management. Specific practices are as follows:

The monthly salary of employees should cancel the original post salary, post salary, seniority salary, various allowances and bonuses and other related items. I propose my monthly salary to the company according to my own conditions, work ability and post, and the company will make a comprehensive evaluation according to his work attitude, education, actual level, task completion and work performance to determine his monthly salary.

In addition, the company also evaluates the performance and achievements of employees in different periods, and adjusts the monthly salary of corresponding employees from time to time according to the situation, opening up the grade, rewarding diligence and punishing laziness. The general manager will selectively communicate with some employees every six months to determine the salary for the next period. Employees can also negotiate with the general manager. Of course, there are objective standards for determining wages. For example, the standard of the same education and experience is the same, and then it is adjusted according to the fluctuation of work attitude and work performance. The wages of employees need to be raised, and there can be no big gap.

What should I pay attention to?

Fiat Group's system is quite mature, while Bomin Group only starts with competency-based compensation. It only involves recruitment, performance appraisal and salary. Although this attempt has only made a small part, it has also achieved good results: first, it has greatly improved the enthusiasm of employees, especially the enthusiasm of scientific and technological personnel; Second, the enterprise has a strong learning atmosphere.

So what are the conditions for domestic enterprises to learn from and implement human resource management based on competence, and what matters should be paid attention to?

1. The enterprise itself should have sufficient personnel rights. The implementation of competency-based human resource management means changes in all aspects of human resource management. At present, the personnel rights of most state-owned enterprises and collective enterprises in China are not sufficient, so it is very difficult to completely change them, and only partial changes can be made.

2. The top management should have the determination to change and fully support the change.

3. Because this is a major change for the enterprise, it needs a lot of scientific and meticulous work, so it is best to seek the support and help of experts, and it is best to have relevant experts participate in the whole process.

4. The application effect of knowledge-based enterprises and high-tech enterprises is better than other enterprises. The reason is self-evident, because the development of such enterprises depends more on the continuous improvement of the ability of enterprise personnel.

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