在新知识经济时代背景下，创意文化产业中最为核心的部分是由人才的知识、思想、创造力等方面的结合而成，且创意文化产业的人才普遍都拥有较高的学历，重视创新，注重自我的实现等特点。婚礼服务行业属于创意文化产业中的分支，婚礼策划师作为婚礼服务全程的主要创意者和执行者，策划师的综合素质能力对婚礼策划服务的水平有着极其重要的影响，所以一套基于胜任力模型的科学人力资源管理体系，可以进行人才甄别与培养，帮助策划师提高胜任能力，提升企业核心竞争力的婚礼策划师胜任力模型的构建就显得尤为迫切。
本文结合行业发展趋势，通过对A公司的发展现状和婚礼策划师岗位的人力资源管理现状进行分析，发现婚礼策划师的日常管理工作存在着招聘缺乏科学的综合素质评估标准，培训需求分析不够合理，绩效考核缺乏科学的指标设立，人才培养不成体系等问题，这一系列问题都可以借助婚礼策划师的胜任力模型得到改善。针对上述情况，首先，笔者查阅胜任力模型相关的国内外文献，学习胜任力模型构建的理论基础；其次，分析了A公司发展目标得以实现所需要的婚礼策划师具备的特质维度，并对婚礼策划师的工作内容进行了全面的分析，并由此提取出初步的岗位胜任力特征；再次，运用了行为事件访谈法通过对高低绩效的13位婚礼策划师逐个访谈，记录，编码等工作进一步提取策划师胜任力特征，对比探究得出婚礼策划师的具体胜任力特征。然后，发放调查问卷给108位婚礼策划师，进一步确认胜任力特征，利用SPSS软件对数据进行信度、效度检验，通过专家法和主成分分析法的科学计算结合的方法，赋权重。最后，完成了对婚礼策划师胜任力模型的构建过程。
本文最终确立了A公司婚礼策划师的“四维度胜任力模型”，四个维度分别为创新能力维度、通用胜任能力维度、超越潜能维度和个人特质维度，四个维度都从不同方向和不同程度上体现了婚礼策划师所需的综合胜任能力，在模型基础上对模型的各维度进行了进一步的释义阐述和工作中的衡量标准。在本文的最后，笔者根据本文的研究结论针对A公司婚礼策划师的招聘和人才培养的人力资源管理工作提出了相应的提升和改善策略。并对婚礼策划师胜任力模型的局限性进行了阐述，以及今后待A公司人力资源体系完善后需要将胜任力模型更好的与人力资源管理相融合的深入研究工作做出了展望。

Under the background of the new economic era, the combination of talents' knowledge, ideas, creativity and other aspects constitutes the core part of the creative and cultural industry. Wedding service industry gradually to the normalization of the development, wedding planners as the whole wedding service of the main creative, the promotion of comprehensive ability of planners on the level of work and industry service level has a crucial impact. Talents in the cultural industry generally have higher educational background, focus on innovation and self-development, and their work results are complicated. Wedding service industry is in need of a set of competency model for talent discerning and training. The establishment of competency model of weeding planner is also conducive to promoting employees to be competent for their jobs, realizing self-realization in work and developing together with the enterprise.
Based on the development trend of the industry and the corporate development needs of company A, this paper analyzes the development status of company A and the human resources of wedding planner. It is found that there is still a lack of scientific comprehensive quality in the management of wedding planners. Evaluation standards, unreasonable analysis of training needs, lack of scientific indicators for performance appraisal, unsystematic talent training, etc. All these problems can be improved with the help of the wedding planner's competency model. The competency model is very important and necessary. In response to the above situation, the author consulted domestic and foreign literatures related to the competency model, learned the theoretical basis of the competency model construction, conducted a comprehensive analysis of the work content of the wedding planner, and extracted the preliminary job competency characteristics from this, and also used The behavioral event interview method is used to further extract the competency characteristics of planners by interviewing, recording, coding and other work one by one, and explore the specific competency characteristics of wedding planners. And issue questionnaires to wedding planners to further confirm the competency characteristics, use SPSS software to test the reliability and validity of the data, assign weights, and complete the construction of the wedding planner's competency model.
After in-depth research and analysis on the behavioral event interview results and questionnaire survey data of wedding planners' competency, this paper establishes the "four-dimensional competency model" of company A's wedding planners,  the four dimensions are the innovation ability, general competency, promotion potential and personal characteristics, and further interpretations and measurement standards of each dimension of the model are further explained. According to the research conclusions of this paper, the corresponding promotion and improvement strategies are put forward for the recruitment and training of wedding planners in company A. At the end, the limitations of the wedding planner's competency model and the future more lasting and in-depth research are prospected.