Quality model (From the process point of view) there are actually six basic steps that need to be established in the enterprise to successful implementation.
With the rise of high and new technology, more and more enterprises have abandoned the traditional position salary when choosing the basis for salary payment, and invariably choose ability as the basis for salary payment. Many knowledge workers, such as IT personnel, are paid less by their positions, but more by the competence shown by IT employees. Competency is an effective method for talent selection, training and development that is widely recognized and widely used in the world, especially in advanced enterprises. Building the competency quality of the position is the basis for human resource management in enterprises.
From the process point of view. We believe that the establishment of the quality model can be divide into six steps:
(1) Select positions and sort out the position system. (2) Establish performance standards and establish samples. (3) Compile a coding dictionary of ability and quality. (4) Conduct interviews. (5) Competency and quality coding. (6) Verify and establish the quality model.
1. Select positions and sort out the position system.
The establishment of the quality model is a time-consuming and labor-intensive thing for the enterprise. And it usually takes 2-3 months to establish a complete quality model.
Therefore, before establishing a quality model, enterprises must determine which are the key positions of the enterprise.
Which are worthy of such investment. This can generally be done by collecting and analyzing organizational charts, strategic plan execution records, or interviews with senior executives.
2. Take performance standards and establish samples.
For selected positions, clear performance standards mean to develop some objective and clear standards and rules to determine and measure what kind of performance is excellent and what kind of performance is poor.
According to our practical experience in performance appraisal. The performance standards of some positions are obvious and easy to measure. While the performance standards of some positions are not easy to measure. Which requires us to think and judge carefully.
In addition to the evaluation of work results, the determination of performance standards should also be evaluate by the superior, peers and other relevant personnel of the position. So as to achieve considerable fairness as much as possible.
According to the performance criteria and actual assessment results.
The quality model research sample of the position was selected:
One group was people who were competent but did not have outstanding performance; The other group consists of top performers.
Among them, there are 2-3 general personnel and 3-6 outstanding personnel.
3. Compile a coding dictionary of competence and quality.
Since the quality model is a concept that has only emerged in recent years. There are few international and domestic research, let alone an authoritative quality dictionary.
So major consulting companies and enterprises are developing their own quality coding dictionaries.
Ability is an abstract concept, so when building a quality dictionary, quality is measure by behavioral performance, and the behavioral performance of each quality item is grade by quality.
The compilation of the quality coding dictionary should follow the principle of “independent and completely exhaustive”. All the quality elements should remain independent of each other in content, and all the qualities should contain all the qualities that need to be examine.
4. Conduct interviews.
To build a quality model suitable for enterprises, interviews are the key. The so-called interview is an interview with a pre-selected sample.
In the interview, you should first introduce yourself and try to eliminate the vigilance of the interviewee to ensure the authenticity of the information obtain to the greatest extent.
In the interview process, the STAR interview method is generally use. At the same time, it is also necessary to ask about the competent personality traits of the position in order to achieve the purpose of a comprehensive evaluation of the position. After the interview, organize the content of the interview for later use.
5. Competency quality coding.
The so-called competency coding is to further organize the content of the interview and establish the competencies that should be qualify for the position. Which is the key to establishing a quality model. When encoding, determine whether the information can be encoded. Only the content described is the subject’s personal experience, the behavior has been complete, and it is specific enough time to be encoded.
In the actual encoding process, there are generally five steps.
In the first step, organize a training group of at least four people to study, discuss and modify the coding dictionary.
The second step is to start the trial coding, select any interview transcript, encode the interview transcript for all competency characteristics in the dictionary, and improve the consistency of awareness in the discussion to meet the scoring criteria and further revise according to the use.
The third step is to start independent coding, select an interview transcript, make a preliminary statistical comparison of the consistency of the coding results, and discuss, train, and examples again to improve consensus, and finally form a coding manual for formal coding analysis.
The fourth step is formal coding, two people with high coding consistency in the previous training process are selected to form a formal coding group, and the behavioral description of the interviewee is transformed into competency quality categories and levels, that is, the different characteristics of competent and average people are summarized and divided into levels.
In the fifth step, the coded data is summarized and counted, and the frequency and grade difference of each competency characteristic of the excellent group and the ordinary group are compared, analyzed, and tested. Identify the competency characteristics that are significantly tested for variance and establish a competency model.
6. Verify and determine the quality model.
If you want to put the competency model into practice, validate it. For example, by selecting a second benchmark sample, the behavioral event interview method can be use to collect data again and analyze whether the identified competency characteristics can distinguish the second benchmark sample.
“Practice is the only criterion for testing truth” the quality model established should not only stand up to statistical testing, but also further examine its performance in practice.
Such as using behavioral event interviews or tests for selection, or using competency models for training, and then tracking these people to see if they can perform better in later work.