Study On The Competency Model For Human Resource Administrators In Chinese Companies

Recently, the competency model for human resource (HR) administrators is one of the critical issues on human resource management (HRM). In China, however, the relative special and systematic research on the competency model for HR administrators is rare. On the basis of the literature review on competency and the competency for HR administrators, job analysis on HR administrators in Chinese companies, analysis on the job advertisements of HR administrators in Chinese listed companies (A Stock) and analysis on the competency for HR director of the best employers in China, after the telephone interview with twenty HR administrators of Chinese companies in ten provinces or cities was conducted, the scale of the competency for HR administrators in Chinese companies was designed and given to six hundred HR administrators in ten provinces or cities and two hundred Grade 2000 undergraduates majoring in HRM of six universities and one colleges in seven provinces or cities who had agreed with their companies, but yet hadn't begun to work as HR administrators. Furthermore, based on the telephone interview with ten Grade 2000 undergraduates majoring in HRM of five universities in five provinces or cities about the competency of HR administrators and the education of undergraduates majoring in HRM, the questionnaire about the education of undergraduates majoring in HRM in China was designed and given to the two hundred Grade 2000 undergraduates.The innovation points in this dissertation include:Firstly, according to Spencer et.al (1993), there were two kinds of competency, threshold competency and differentiating competency in the competency model. Another competency, development competency was developed in this study. Using Mann-Whitney U Test, we proved that low-level and middle-level HR administrators in Chinese companies had development competency.Secondly, we designed the scale of the competency for HR administrators in Chinese companies which had high reliability and validity by content analysis, telephone interview, expert opinion and so on.Thirdly, the competency model for HR administrators in Chinese companies wasn't only established, but also the competency models for ordinary, low-level and middle-level HR administrators in Chinese companies were established.Fourthly, the gap between education standard for the undergraduates majoring in HRM and the competency for their profession was analysed, according to the difference between the understanding of grade 2000 undergraduates majoring in HRM and that of HR administrators about the competency for HR administrators in Chinese companiesThe main results found in this study are as follows.Firstly, the higher the given level, the more the competency items which were important according to the HR administrators' thought.Secondly, the higher the given level, the more the competency items of the significant difference (p<0.05) between the HR administrators of high performance and that of mediocre performance in the same level.Thirdly, the Grade 2000 undergraduates majoring in HRM had the similar understanding about the competency for HR administrators with the middle-level HR administrators of mediocre performance in Chinese companies (p<0.01).Finally, some suggestions are provided for developing the education of undergraduates majoring in HRM according to the competency model for HR administrators in Chinese companies.