Research And Development Of Staff Potential

The development of human potential lasts as long as a person's whole life and accompanies the evolution history of human kinds. There are two parallel research routes, one concerning on the liberation and full development of human beings from the perspectives of philosophy, the other on the practical utilization of full human potential from the perspectives of management, psychology and physiology. Pedagogy swings between them, emphasizing different aspect at different times.Starting from the point view of developing people's full potential, this research try to find solutions to achieve the mutual development for both employees and organizations, considering the present situation of human development.Chapter 1 presents an overview of the present research literature on Employee Potential Development (EPD).On chapter 2, starting from the definition of potential, 4 types of potentials are identified, and concept of Potential Windows, somewhat like JOHARI WINDOW, is put forward. An employee potential development model is presented, comprised of Practice, Learning and Awareness-building.Chapter 3, 4 and 5 analyze the 3 dimensions of EPD.On chapter 3, after an analysis of the theoretical research and practices of developing employee potential through work practices, the ways through which employee practices influence organization performance is discussed, and 4 factors are identified, which contribute to both employee potential development and organization performances.Chapter 4 analyzes the effects of different learning theories on EPD, discusses the transition from individual learning to organizational learning, which proved to have positive effect on organization performance. 2 factors are identified to have effect on the transition.Chapter 5 discusses Awareness-building, which could be distinguished between individual and organization level. While organization-level awareness-building affects individuals, a total of 6 factors are recognized.Based on the previous theoretical analysis, an investigation on 396 employees in a big State-Owned-Enterprise is carried afterwards, the result of which is showed on chapter 6 & 7.On chapter 6, the 3-dimension EPD model is testified, and a questionnaire consisting of 15 items for the measurement of EPD is developed, achieving relevant validity and reliability criterion.Several hypotheses are testified on chapter 7. Firstly, the 3 dimensions of EPD have positive effect on organization performance, indicating the directions for the mutual development for both individual and organization. Secondly, 8 factors, which have positive effects on the 3 dimensions of EPD, are distinguished, enriching the 3-dimension EPD model. Thirdly, 5 factors including development experiences, salary, shared vision, dialogue, and peaceful mind contribute to both individual potential development and organization performance, forming the practical human resource development & management policy emphases.Further research is suggested on more detailed factor analysis on the 3 dimensions of EPD. For the wide use of the 15-item EPD questionnaire, an research based on a bigger and diversified sample is needed.