一、研究岗位胜任素质模型的意义传统对管理者的选拔手段主要还是单纯依靠公司高管的经验判断,缺乏全面性和科学性的选人、用人标准。第二,由于没有岗位胜任素质模型作为参考标准,造成了培训工作没有针对性、没有明确的目的性。很大程度上影响了公司干部队伍建设效果。第三,胜任素质模型提供了一个整合所有人力资源功能的通用工具和方法。将胜任素质理论和方法引入公司的管理,通过借鉴国内外研究方法构建其胜任素质模型,建立一套 First, the significance of research on job competency model The traditional means of selection of managers mainly rely solely on the experience of corporate executives to judge, the lack of comprehensive and scientific selection, employment standards. Second, because there is no job competency model as a reference standard, resulting in the training is not targeted, there is no clear purpose. Greatly affected the effectiveness of the construction of the company’s cadre ranks. Third, the competency model provides a common tool and method for integrating all human resource functions. To introduce the competency theory and method into the management of the company, build a competency model by drawing on domestic and foreign research methods and set up a set of