摘 要素质模型为人员选拔、培养、考核、评价等方面提供了新的思路和方法，促进了传统的人力资源管理转向战略性人力资源管理。HT财产保险股份有限公司于1996年成立，是中国第一家全国性股份制财产保险公司，由63家大型企业和企业集团在北京发起设立。HT保险成立15年来，坚持“集约化管理、专业化经营、质量效益型发展”的方针，秉承“规范管理，稳健经营，诚实守信，创新发展”的长期理念，在业务稳步发展的同时，持续盈利，并且依靠内生式资本积累，由一家单一的财险公司发展成为集财险、寿险、资产管理于一体的金融保险集团。对HT保险进行深入调研以后作者发现，战略能否成功实施不仅在于是否建立起相关构架和流程，更重要的取决于组织能力建设，而组织能力的关键在于实施战略的人，特别是各级人才队伍的建设才是企业持续发展的根本动力。进入2010年以来，随着HT保险进行海外资源整合、治理集团化、产品服务创新方面的变革，公司经营在人才队伍建设方面面临着巨大挑战。素质模型能够把战略地图转化为人才地图，即根据未来业务战略，定义组织的核心能力，从而定义具备这些核心能力需要关键岗位的人才具备哪些素质，并根据这些素质衡量现任人才的质量，引导人才的行为。因此，建立以素质模型为基础的具有战略性、系统化、可操作的人才发展体系，将为该公司的持续发展注入动力与活力。本文研究聚焦在关键的人才发展问题上，通过战略定位层面和执行层面分析，以素质模型为基础，从人才能力标准建设、人才盘点和评估以及人才培养体系三个角度构建人才发展体系出发，研究对组织能力发展的重要性。

Competency model provides new methodology for talent selection, training, performance management and evaluation. Meanwhile, competency model advances the traditional HRM to strategic HRM.HT Property & Casualty Insurance Co., Ltd. was established in 1996, which is China's first national joint-stock property insurance company. It initiated the establishment of 63 large enterprises and enterprise groups in Beijing. HT Insurance was established 15 years ago, adhering to the principle of "intensive management, professional management, quality and efficiency of development". The long-term development is its core philosophy with the steady development of business, continuing earnings, and reliance on endogenous capital accumulation. HT insurance accomplished its growth by a single property insurance company to property insurance, life insurance, and asset management in one financial and insurance group.After a thorough research, the author found that the successful strategy implementation is not only to establish a framework and process, more importantly, depending on the organizational capacity building. Organizational capacity is the key. Moreover, talent pipeline building is the fundamental driving force for sustainable development of enterprises. Since 2010, HT insurance got to face overseas resource integration, group governance change management, and product and service innovation. Huge talent shortage challenges the management team. Therefore, the set up of a strategic, systematic, and actionable talent development system based on a competency model is very important. It will bring energy and vitality to the company in the long run.This thesis focused on the key problem, which is about talent development. Analysis is set from strategic angle to execution side. The three main dimensions, including talent competency model standards, talent review and evaluation, and talent training compose the complete talent development system.