Training is an indispensable link in the application of competency model, so the combination of the two is natural.

After the enterprise establishes the competency model and verifies its rationality repeatedly, it will interview the candidates and regularly assess the employees according to the model data.

For new recruits: During the recruitment process, the personal abilities of job seekers will be analyzed against the competency model data. When the core quality of the candidate meets the job requirements of the enterprise, he can be hired. However, in view of his short-term ability, he will put forward training suggestions to the training department, which will conduct training according to this person's short-term ability, and the assessment department will track and check the training effect to improve the competence of relevant personnel;

For on-the-job personnel: the assessment department sets the assessment scheme and cycle according to the competency model, and formulates the assessment indicators. After the evaluation, summarize the lack of ability of the evaluated personnel according to the evaluation results, and put forward training suggestions to the training department. The training department conducts targeted ability training, and then feeds it back to the assessment department, which tracks, checks and re-evaluates the training effect. Those who are qualified shall continue to be appointed or promoted. If the core competence is unqualified, it will be transferred to employee relations if it is unqualified after training.

Generally speaking, competency model is a mechanism of talent selection, use, education and retention, which requires the cooperation of all modules of human resources department.