随着互联网技术的飞速发展，尤其在2020年全世界疫情发展态势下，快速贴心的智能推荐、高效精准的限时配送、物流前置仓精确配置都为新零售搭建了有利的快车道，大量的数据信息通过数据挖掘、算法模型的应用，不断提升购买效率。J公司自2015年起，随着电商的快速发展，技术及数据算法能力不断提升，累计目前，J公司算法工程师已达700人，是一个非常值得关注的群体。

目前国内外胜任力及胜任力模型的落地研究大多聚焦在企业中高层管理人员，近年来随着互联网的不断发展，关于项目经理、产品经理的胜任力模型研究已有学者涉猎，但对于电商行业算法工程师胜任力模型的实证研究则相对匮乏。然而，算法工程师的工作职责、任职资格与项目经理、产品经理又有很大区别，因而已有的技术人员的胜任力模型不能直接适用于算法工程师，故而对算法工程师这一岗位建立胜任特征模型就显得非常有必要。

本文通过文献法、行为事件访谈法、问卷调查法等分析方法，在专家小组的指导下完成胜任力模型构建及验证。首先，对J公司16位算法工程师进行行为事件访谈，通过编码分析得出绩优组提及次数明显高于绩普组的胜任素质，共计28项。然后，扩大胜任力调研范围，对197位算法工程师进行问卷调查，通过因子分析确定J公司算法工程师胜任力模型包含专业能力、基础能力、个人特质、沟通协调能力、业务能力5个公因子，25项胜任力素质。最后，请直接上级对120名未参与行为事件访谈及问卷调研的算法工程师进行胜任力评价，验证胜任力得分与员工近1年绩效的相关性，最终验证了胜任力模型的有效性。希望通过胜任力模型的构建，为J公司吸引、培养和保留这些高素质的算法工程师，不断提升公司的数字化能力。同时也希望能够给同行业人力资源管理实践提供参考和启发。

With the rapid development of Internet technology, especially under the global epidemic situation in 2020, fast and intimate intelligent recommendation, efficient and accurate limited-time distribution, and precise configuration of logistics front warehouse have built a favorable fast lane for new retail. Data information is continuously improved through the application of data mining and algorithm models. Since 2015, with the rapid development of e-commerce, J company has continuously improved its technical and data algorithm capabilities. At present, J company has 700 algorithm engineers, which is a group that is very worthy of attention.

At present, most domestic and foreign researches on competency and competency models focus on middle and high-level managers of enterprises. With the continuous development of the Internet in recent years, scholars have studied the competency models of project managers and product managers, but for e-commerce Empirical research on the competency model of industry algorithm engineers is relatively scarce. However, the job responsibilities and qualifications of algorithm engineers are very different from those of project managers and product managers. Therefore, the existing competency models of technical personnel cannot be directly applied to algorithm engineers. Therefore, a competency model is established for the position of algorithm engineer. It seems very necessary.

This article uses literature method, behavioral event interview method, questionnaire survey method and other analytical methods to complete the construction and verification of the competency model under the guidance of the expert group. First, conduct behavioral incident interviews with 16 algorithm engineers of J company. Through coding analysis, it is found that the number of mentions of the excellent group is significantly higher than that of the general group, with a total of 28 items. Then, expand the scope of competency research and conduct a questionnaire survey of 197 algorithm engineers. Through factor analysis, it is determined that the J company's algorithm engineer competency model includes five common factors: algorithm ability, personal basic ability, personal traits, communication and coordination ability, and business ability. , 25 competency qualities. Finally, please direct superiors to evaluate the competency of 120 algorithm engineers who did not participate in behavioral event interviews and questionnaire surveys, to verify the correlation between the competency score and the performance of the employees in the past year, and finally verify the effectiveness of the competency model. It is hoped that through the construction of the competency model, these high-quality algorithm engineers will be attracted, cultivated and retained for J Company, and the company's digital capabilities will be continuously improved. At the same time, I hope to provide reference and inspiration for human resource management practices in the same industry.