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Entered in21Century, enterprises are facing the challenge of development growwith each passing day, especially in the field of human resource management. Humanresources in China’s reform become the most important resource. What kind ofallocation of human resources for enterprise development, how to define the qualityof staff, how employees for the enterprise to create outstanding performance, humanresource managers need to use what means to management of enterprise employees,managers how to maximize the development potential of employees, these are all theproblems in the management of enterprise leaders need to resolve.Paying more attention to human resource management of small and mediumsized enterprises encounter in the development and expansion, the competency modelis a relatively mature approach. Many scholars have identified, is closely related tocompetency and employee’s performance, it can replace the traditional role of talentselection, appointment and training. Competency focus more on employeeperformance, employee can locate accurately a competency level, managers throughcompetency model can clearly see the staff space existed in which, combined with theactual situation of enterprises, using focused, distributed propulsion mode, developcountermeasures to solve the enterprise features. Competency model value, is to letthe enterprise staff’s ability to exposure to the sun, aware of its limitations; let themanagers of the enterprise based on human resource management, have a macro grasp of human resource management.Building a competency model is a kind of management foundation, whichprovides fine materials and precise positioning for managers, have a solid foundation,managers can have a definite object in view, implementation methods, objectivemanagement personnel. Employee training is a good approach to management,modern enterprise training has not only limited to independent job training, but moreemphasis on teamwork, to stimulate enthusiasm for learning, to establish long-termtraining environment and other aspects. Combined with the competency model, todevelop the training strategy matching with the enterprise strategy. This approach canaccurately grasp the key training, can also reduce the training cycle, but also canadjust according to the strategy of enterprise development, development of personneltraining measures. To enhance the enthusiasm of employees, team awareness andsense of responsibility, the quality of the role, give employees a developmentplatform, so that they can play their talents, until they reach the training objectives.Competency model and training combination, rather than isolated lists the quality ofstaff, the two complement each other, forming a combination of boxing, together playan important role in human resource management issues.Based on the human resources development of Tengda company as the main line,analysis met in practical business operation combined with the advanced enterprises,inspection peripheral mature human resource management method, suitable for theenterprise development to refine the content, select the competency theory toconstruct human resource model is appropriate, through the issuance ofquestionnaires, the establishment of targeted management system, systemdevelopment of manuals and training curriculum system and other methods, explorethe Countermeasures of human resources development problem. For the human resource management of Tengda company can provide feasible countermeasures,cultivating mechanism of graded course, the human resource management of Tengdacompany is the last step.
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