Application of Competency Model Among Selected Educational Enterprises in China: A Proposed Pipeline Development Strategies

This dissertation examines the application of the competency model in Chinese educational enterprises, focusing on its role in talent pipeline development—encompassing talent selection, development, and retention. The study aims to assess the effectiveness of competency-based frameworks in aligning human capital strategies with organizational goals in the education sector. A quantitative research design was employed, utilizing stratified random sampling to collect data from five leading educational enterprises. The sample size of 250 respondents was determined using Raosoft statistical analysis, ensuring robust statistical power for hypothesis testing. Descriptive statistics, ANOVA, and multiple regression analysis were applied to evaluate competency model applicability and its impact on talent management outcomes. Findings indicate that competency model application significantly influences talent pipeline development, with job-specific knowledge, adaptability, and communication competencies playing a crucial role in shaping recruitment, training, and retention strategies. The study also identifies demographic variations in competency model effectiveness, emphasizing the need for tailored HR interventions. Regression analysis results confirm a strong predictive relationship between competency model applicability and talent development outcomes, reinforcing the strategic value of competency-driven HR frameworks in educational enterprise. Based on the findings, this dissertation proposes a competency-driven pipeline development model, offering a structured approach to enhancing talent acquisition, workforce development, and retention strategies in the Chinese education sector. The study contributes both theoretically—by enriching the literature on competency-based talent management—and practically, by providing data-driven recommendations for HR professionals and educational organizations seeking to optimize workforce sustainability and long-term competitiveness.