Theory And Application Of Official Competency

The level of official competency has been improved a lot since 1992 in which official system began to be pushed in China. However, a number of problems couldn't be ignored in government human resource management. For example the official promote route is straitness, the brain drain rates are relativly high and management systems in soft obligation and hard obligation are unbalance, etc. In the environment of knowledge economy, the building of a harmonious socialist society is under the direction of scientific concept of development, and needs more and more new demands to official competency. At present, study results of official competency are numerous. Most of those studies used methods of determine the nature not ration yet. Therefore, composing of official competency, competency form mechanism and competency appraisal is the main research content that provides auspice to advancement in official individual competency, in reaction flexibility to exterior environment and in government framework work efficiency.The official individual competency is character and quality in knowledge, technology, value cognitive ability and behavior. In governmental organizations, official individual competency that should adapted to organizational capacity and strategic capability of government is an effective support to government strategic objectives. In order to advance the level of official individual competency, a valid method is classing, decomposing, defining and describing the competency of those officials whose work performance are excellent to establish official competency model. Consequently, the official individual competency including meta competency dimension, quality competency dimension, affective competency dimension, behavioral competency dimension and knowledge and skill competency dimension is established through behavioral event interview (BEI), measure table compile, questionnaire survey and statistic analysis in chapter 3; furthermore, difference analysis on importance of competency elements to different classes official and difference significant test of official competency importance on 5% confidence level by independent samples T-test are carried through.Conventional competency model establishment method only takes how to analyze and define individual competency element into consideration. In fact, the formation of individual competency is closely related to organizational capacity and strategic capability of government of correlative governmental organizations. As a consequence, analysis of official individual competency formation mechanism is carried through in the integration system of individual competency, organizational capacity and strategic capability in chapter 4. The stepwise model in which variable is official work performance level and explanatory variable is competency element level shows that there is a significant positive correlation between official individual competency and work performance; however, the key competency elements that are determining the work performance of these four posts are different. Therefore, that official competency is organic is approved. All these provide theory foundation for both recognition of key competency in specific work situation and establishment of competency appraisal standard.The devotion of official competency establishment method is extraordinary huge considered from the aspects of human resource, material resource and time spent. Under this premise, it is impossible to determine competency models for every level and every class official. Therefore, rough sets theory and information entropgy theory are taken appliance to put forward the dynamic determination method for official key competencies on the foundation of making clear the official competency composing in chapter 5. The concrete process includes knowledge express for official competency information in specific work situation, formation of official competency information decision tables and model establishment of official competency appraisal indicators dynamic determination through which the competency indicators and their weight in specific situation could be determine; hence, the official competency appraisal standard is induced. Following this method, the devotion of official competency appraisal standard will be reduced greatly.Taking the organic of official competency as theoretical foundation, the competency comprehensive appraisal based on nature of intergrowth among competency dimensions and nature of cobordism among competency elements which are inside of the same dimension is established in chapter 5. The new appraisal method overcomes the limitations of conventional linear approach. The results of demonstration show that the new official competency appraisal could calculate exactly the deviation of official competency between reality and standard; thus, the results provide scientific basis for official human resource management.In order to provide official human resource management based on competency with operability in management practice, official management mode based on competency is explained in chapter 6. The mode is composed with 4 modules. They are named individually as official human resources planning based on competency, acquisition and allocation of official human resources based on competency, official performance management based on competency and official human resources development and training based on competency. In addition, the point of view that implementation of governmental strategic human resource management, mold of organizational culture base on competency and building of studying government are keys for government to implement official human resource management based on competency successfully.