How do you assess the competence of staff

Evaluation of staff is competent staff with the ability and quality of job quality requirements contrast, therefore, is the key to solve the problem job analysis and evaluation. According to the results, each designed for a post office, this qualification is now working with the people, by the staff of the incompetent. This approach sounds like it is feasible and more objective, but it exists relatively few fatal problem:

1. job analysis of the needs of enterprises invested more energy, and a need for expert intervention;
2. the design of the qualification is not considered as people, compared the possible outcome of competent staff enterprises through low overall, enterprises and employees to create great pressure;
3. with the development of enterprises, the corresponding change jobs, job requirements are also continuously updated, and the job analysis and evaluation work is difficult at any time.

Therefore, enterprises urgently need to find a simple competent assessment model. After a number of enterprises on the job analysis and evaluation, found that between enterprises of different types of staff quality and ability of the requirements have many things in common, that is, influential, self-awareness, interpersonal skills, achievement motivation, ways of thinking, professional knowledge and skills Such as the following six aspects. Enterprises can refer to this general model, in accordance with its own characteristics of their trade, and cultural requirements of the various elements of the definition of quality and ability levels and characteristics described, for the competent staff enterprises of the assessment. On the specific application of this model let us through, for example to illustrate. In assessing a Human Resources Manager of the incompetent, the first to design the posts on the ability of generic requirements (shown in Figure 2), and incompetent analysis (as shown in Figure 3). And then through 360 o assessment methods to assess the human resources general manager of the ability of the actual level. Third, in accordance with the "incompetent degrees = Σ (actual level - good job of requirements)," calculate the human resources manager for the incompetent to -3 degrees at the incompetent response to his degree C + grade.

This business will be able to based on specific job requirements to develop training and upgrading programmes, such as: human resource requirements of his professional self-knowledge, skills upgrading human resources to participate in the seminar and to participate in a company's communication skills training, and so on. After a period of training, be able to conduct a competent assessment, if reached a level B, we can appropriately reduce the intensity of training, increase the intensity of incentives to enable him to play to maximize their real ability to work, and continue to deep Digging its potential.