Research On China's Professional Manager Market Based On The Competency Model

In the United States, the most important labor market is the professional manager market. Experiences of enterprises in western countries, such as the United States, have proved that an effective professional manager market plays a vital role in facilitating the improvement of the labor market and the establishment of modern enterprise systems. The key to building an effective professional manager market lies in the provision of a sound design of professional manager market mechanisms to ensure that market participating entities conduct their business within a certain institutional framework, to achieve an optimal allocation of professional manager resources, and to allow enterprises autonomy in selecting the right people. At the same time, the competency theory system has attracted extensive attention in western countries, particularly the United States, and its applicability has undergone full practical test. This is particularly the case after the competency theory and the practice of the professional manager market have been combined, and a lot of enterprises and organizations have turned in an indisputably impressive performance and managerial efficiency, which demonstrates that there is a need to review the construction of the professional managers market from the competency standpoint. However, in China, theoretical research in this regard is rare. As such, this paper attempts to provide a research of the construction of an effective professional manager market by applying the competency model in the Chinese cultural context.This paper draws the following major conclusions:1. It builds the competency model for professional managers in the Chinese cultural context– four dimensions and 11 constituent elements, and reveals its internal structural relationship. The four dimensions, in an ascending order and in the sequence of determining relations, are personal traits, capability aptitude, knowledge-skills, and performance behavior competence, while the 11 constituent elements, in a descending order of importance, are learning transformation capability, decision-making capability, subordinate development capability, emotional intelligence, relationship network, intellectual application capability, leadership capability, communication capability, innovation awareness, self efficacy, and achievement motive.2. In terms of the influence of environmental factors on the competency models...