企业任职资格体系的设计及应用——以Z证券公司为例

Design and Application of Post Qualification System in Enterprises Taking Z Securities Company as Example

任职资格体系包括任职资格通道、任职资格标准、任职资格等级认证、任职资格体系应用4部分。其中,任职资格通道包括职位序列的设置,职等、职级的划分,旨在充分发挥专业价值。Z证券公司根据业务开展情况将岗位划分为8大序列、7个职等和21个职级。其任职资格标准涵盖“基本条件、专业能力、业绩贡献(管理范畴)、承担角色、业务协同”5个维度,在此基础上设置不同级别评审委员会,依据任职资格标准,实现对不同职等员工的认证。该公司的任职资格体系经历了一轮“先僵化后优化再固化”的PDCA循环,实现了对员工能力提升的牵引,并通过行为标准指导日常工作的开展,在人才选拔、员工培训、绩效管理、职业生涯发展等人力资源管理各环节具有应用价值,对证券行业其他公司具有一定的借鉴意义。

A post qualification system includes post qualification channel,post qualification standard,post qualification level certification,and post qualification system application.The post qualification channel includes the setting of position sequences,and the division of grades and ranks,for the purpose of giving full play to the professional value.According to the business development situation,Z Securities Company divides the posts into 8 sequences,7 grades and 21 ranks.Its post qualification standards cover five dimensions,including"basic conditions,professional ability,performance contribution(management category),role taking and business collaboration".On this basis,different levels of assessment committees are set up to realize the certification of employees at different grades according to the post qualification standards.The post qualification system of this company has gone through a round of rigid-optimized-solidified PDCA cycle,realizes the traction to the improvement of the ability of employees,guides the development of daily work through behavioral standards,has an application value in various fields of human resource management,such as talent selection,employee training,performance management and career development,and has a certain reference significance for other companies engaged in the securities industry.