| The public institution is a specific organization type in our country, at the same time as performing the social function; it also performs some management function as consigned by the government, plays significant role in the national economy. At present, the Chinese public institution have deeply developed along the approach of industrialization, market and professionalism, the competent leadership of the institutions play a decisive role in development.In the transition process, the competency requirements for the Principal in the principal institutions subsequently changes. It is of great theoretical and practical significance to research the competence of the model in the public institutions and explore the selection and improvement approach to enhance the leaders' quality in the public institutions for realizing the effective measurement about the inherent quality of the managers (values, personality, needs, motivations, attitudes, etc.) and the matching of jobs for China's institutional development institutions in their transition period.This thesis, based on the background of the times, applying the literature and empirical research methodology, analyzed the characteristics of public institutions on the property, put forward the major issues existed in our public institutions, and analyze the quality characteristics of competence in the public institutes, from requirements of the institutions reform transition. Research and analysis the influencing elements of the competence factors, including the external environment, internal environment and environmental tasks.Then, the competency model was verified by using empirical analysis, and statistically analyzed the different industries, age, working hours and other principal competence of the difference. The characteristics difference of the two sectors was analyzed and compared, and the principal model of the four dimensions and 26 items was put forward, including trustworthiness, the attention on details, perseverance and sustained, the driving force, self-development, emotional quotient, perceptual judgments, incentive, planning and organizing, communication, active listening, teamwork, results-oriented, coaching, pressure management and strain, innovation and technology applications, providing & feedback, problem-solving, diversity-oriented, time management, security-oriented, strategies development, decision-making, integrated analysis and business senseFinally, by adopting Kristof's People-organization fit theory, we proposed the foundation for future leadership power development, and constructed the structural model of the leaders' fitness quality in the public institutes. Use Mentoring Program theory, the author designed the selection and training mechanisms of the public institutions, and further builds countermeasures of upgrading the public institutions capability. |
