ABSTRACT
With the
gradual deepening of economic globalization, it has brought opportunities and
challenges to the development of Chinese private enterprises. Under the new
situation, the private employees of developing private enterprises have
encountered problems such as lack of ability, lack of technology, and lack of
initiative, which hindered the realization of corporate development strategies and
inhibited the competitive vitality of enterprises. At the most basic level of
the enterprise, its overall ability has an important role in the production and
sustainable development of the enterprise. Therefore, evaluation and efforts to
improve the ability of the basic level employees have become the focus of
enterprise development. After the
1970s, scholars represented by McClelland proposed the “competency model” for
employee training, and formulated corresponding human resource management
methods by quantifying employee competence. With the competency model, the
performance of employees in specific positions can be clearly displayed, which
is an important criterion for judging the work willingness and ability of
employees. This article takes Company A as an example, and takes the company’s
workshop employees as the research object. It summarizes issues such as the
development of competence theory at home and abroad, the determination of
competency concepts, and an overview of competency models, as well as a study
of the production and operation status of Company A. Based on the four key elements of the competency
model: motivation, traits, self-concept, and social role, based on the actual
situation of Company A, combined with questionnaires, factor analysis and other
related research methods, it proposed that Company A’s ability to improve
employees. The
development path is intended to solve the production and operation dilemma of
Company A and promote the flexible application of the competency model in the
modernization process of the textile industry.