知识经济时代，企业之间的竞争集中体现在人力资源层面，人力资源也因此成为了企业核心竞争力构筑最为重要的基础。一个企业中的人力资源可以被区分为核心员工以及非核心员工两大类，核心员工对于企业的作用显然比非核心员工更为重要，但是相对于非核心员工而言，核心员工的流失率较高。如何采取有效的措施加强核心员工的管理成为企业管理者面临的一个巨大挑战，本文以中小企业为研究对象，基于胜任力的视角，通过对胜任力概念以及核心员工特点进行概述，提出了中小企业核心员工的管理策略。
Knowledge economy era, the competition between the enterpris embodied in human resources, human resources and therefore become the foundation of enterpri core competitive ability construction of the most important. Human resources of an enterpri can be divided into two major categories of core and non-core staff, the role of core employees in enterpris obviously is more important than the non-core staff, but relative to the core staff, the core employee turnover rate is higher. How to take effective measures to strengthen the management of core employees become the enterpri managers face a big challenge, bad on the small and medium-sized enterpris as the rearch object, bad on the perspective of competence, bad on the competency concept and core staff characteristics are summarized and put forward the small and medium-sized enterpri core staff management strategy.
从胜任力视角来看，核心员工是指那些具有更好胜任力的员工，这部分员工虽然占企业员工总数比重不大，但是创造的价值占比却不小，其对于企业的发展具有重要作用。长期以来，我国中小企业核心员工流失率居高不下，一个很重要的原因就是没有从核心员工胜任力方面着手制定有效的管理策略，本文以胜任力为切入点对核心员工管理策略进行探讨，以期能为中小企业核心员工管理水平的提升做出有益探索。
爬犁From competency perspective, the core staff has better competence refers to the employees, although this part of the employees of enterpri staff total number of proportion is not big, but to create the value of proportion is not small, it plays an important role for the development of enterpris. Long-term since, our country small and medium-sized enterpri core staff turnover is high, a very important reason is that there is no core employee competence from the aspects to formulate effective management strategies, bad on the competence as the breakthrough point of core employee management strategy were discusd, in order to help small and medium-sized enterpri core staff management level of ascension to make helpful exploration.
一、胜任力概述
A, competency overview
胜任力概念是美国心理学家麦克利兰首次提出，此后胜任力成为了管理学领域的一个热点问题，不同的学者从不同的视角都对这一概念进行过不同的阐述。根据相关学者对该概念的阐述，本文认为胜任力简单来讲就是员工能够胜任岗位工作要求的技能、动机、特质等内容。胜任力具有以下几个方面的特征：一是胜任力是区别绩效优秀者以及绩效较低者的标志，胜任力与工作绩效正相关，只有那些能够带来绩效提升的特质、技能等才能称为胜任力。二是胜任力的内涵非常丰富，是人们知识技能、性格特质、动作动机等内容的综合反映。三是判断胜任力的标准要根据具体的岗位来进行，不同岗位的胜任力是完全不一致的，脱离岗位
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谈胜任力本身没有任何的意义。
分数除法题100道Competency concept is the American psychologist McClelland put forward for the first time since the competence has become a hot issue in the field of management, different scholars from different perspective on the concept of a different paper. According to some scholars of the concept, this paper argues that competency is simple: employees are competent post job requires skills, motivation, characteristics, etc. Competency characteristics has the following veral aspects: one is competence is a sign of distinction performance is outstanding person and lower performance and c
ompetency and job performance are related, and only tho who can bring performance improvement can be referred to as the competence, skills and characteristics. Second, competency connotation is very rich, is the knowledge, skills, personality traits, motives, etc comprehensive reflection. Three is the criterion for judging competence according to the specific jobs for different post competency is not completely consistent, out of post competency itlf has no meaning.
二、核心员工的特点
Second, the characteristics of the core staff
与非核心员工相比，核心员工有着一些突出的特点，这些特点决定了中小企业对于核心员工的管理应不同于非核心员工，具体分析如下：
Compared with non-core staff, the core staff has some outstanding characteristics, the characteristics determine the core employee management in small and medium-sized enterpris (smes) should be different from non-core staff, specific analysis is as follows:
（1）自主意识强烈
(1) independent consciousness strongly
核心员工在自我意识方面比较强烈，这部分员工一般都具有较高的学历，自我认知以及控制力很强，其一般都不愿意被过于束缚。自主意识的强烈对于企业而言可能是一把双刃剑，管理不好这部分员工就成了“刺头儿”，管理得好这部分员工就会成为企业的中坚。而很多中小企业对于核心员工的管理依然信奉科学管理的理念，没有给予这部分员工充分的自主权，导致这部分员工的工作自主性不足，其结果就是损害到了企业的创新能力。
Core employees in terms of lf consciousness is strong, this part of the staff generally have higher educational background, lf cognition and control ability is very strong, it generally doesn't want to be too tied. Independent consciousness of inten for business is likely to be a double-edged sword, bad management became a "thorn head" this part of the staff, well manage this part of the employees will be the backbone of the enterpri. And a lot of core employee management in small and medium-sized enterpris still believes in the concept of scientific management, this part does not give employees full autonomy, lead to this part of the employee's job autonomy is not enough, the result is that damage to the enterpri's innovation ability.
/ / / （2）流动性比较高
(2) the liquid is higher
金锣信息化平台
核心员工的流动性比较高，尤其是一些中小企业的核心员工，中小企业的发展空间很小，加上核心员工一般具有较高的就业能力，因此当核心员工在企业的发展中受阻的时候，其往往会选择辞职。统计数据显示，我国中小企业核心员工的流失率不仅仅要高于国有企业、外资企业，同时要高于企业内的非核心员工，流动性高意味着企业会受到巨大的直接以及间接损失。
浦东外国语小学Core staff liquidity is higher, especially some small and medium-sized enterpri core staff, and small and medium-sized enterpri's development space is very small, and the core staff generally have higher employment ability, therefore when the core employees in enterpri's development is blocked, it will often choo to resign. Statistics show that China's small and medium-sized enterpri core employee turnover rate is higher than state-owned enterpris, foreign enterpris, not just at the same time higher than within the enterpri core staff, high liquidity means that companies are huge direct and indirect loss.
（3）专业技能很强
(3) professional skills is very strong
按照“二八定律”的阐述，企业超过80%的价值都是由不到20%的核心员工所创造的，核心员工之所以能够成为企业“顶梁柱”，这是因为这部分员工具有较高的专业技能，能够凭借自己的技能为企业创造折纸手工作品
更多的价值，这种专业技能不容易被替代，这决定了核心员工的价值。如果企业离开核心员工的工作技能，其正常的运转就会受到影响。
猴子的尾巴有什么作用伯爵的卧室According to "and" paper, the enterpri is more than 80% of the value created by less than 20% of the core staff, the core employees are able to become the enterpri "pillar", this is becau this part of the staff have high professional skills, to be able to rely on their own skills to create more value for the enterpri, the professional skill is not easy to be replaced, which determines the value of core employees. If leave the core employees work skills, their normal operation will be affected.
三、胜任力视角下中小企业核心员工管理策略
Three, competency perspective of small and medium-sized enterpri core staff management strategy
核心员工的具有较高的胜任力，而胜任力是由这部分员工的内在素质决定的，针对核心员工的特点以及内在诉求，本文认为基于胜任力视角下的中小企业核心员工管理策略应从以下几个方面着手：
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Core employees with high competence, competency is decided by this part of the quality of employe
es, according to the characteristics of the core staff and the internal demands, this paper argues that bad on competency under the perspective of small and medium-sized enterpri core staff management strategy from the following veral aspects:
（1）树立柔性管理理念
(1) establish flexible management idea
中小企业应采用柔性管理策略，核心员工具有较强的自主意识，采用柔性管理能够给予核心员工更大的权限，有利于其自主性的发挥。毕竟在企业的经营管理中，核心员工所承担的工作一般都是不可被量化的智力密集型工作，只有使用柔性管理模式才能确保核心员工工作效能的提升。
Small and medium-sized enterpris should adopt flexible management strategy, the core staff has the strong independent consciousness, adopting flexible management to core giving employees more authority, is conducive to the full play of autonomy. , after all, in the enterpri operation and management of core staff to work are generally cannot be quantified intelligence intensive work, only the u of flexible management mode to ensure the core employees work efficiency of ascension.
（2）加强职业生涯管理
送老公的生日礼物(2) strengthen the career management
企业的核心员工不仅仅看重薪酬待遇，同时更加看重发展空间，针对核心员工的这一特点，中小企业应顺势而为，通过加强核心员工的职业生涯管理来为其提供一个良好的发展通道，这样就能够实现核心员工实现自我不断发展的需要，提升其工作满意度。一个企业核心员工可能分属于不同的岗位类别，例如有职能岗位，有技术岗位、有销售岗位，中小企业应建立一个多通道的晋升途径，实现员工发展与企业发展的完美结合，达到双赢的目的。
Enterpri core staff not only value compensation, value at the same time, more development space, according to the characteristics of the core staff of the small and medium-sized enterpris should comply to, by strengthening the career management of core staff to provide a good development channel, so that it can realize the core staff meet the needs of the lf development and improve their job satisfaction. An enterpri core staff may belong to different categories, such as functional positions, technical positions, sales jobs, small and medium-sized enterpris should establish a multi-channel promotion way to realize the perfect combination of staff development and enterpri development, achieve the goal of a win-win situation.
