The Construction Of The Study, Based On The Hrst Ability Of The Competency Framework

Science and technology innovation activities push social productive forces and human civilization forward continuously.Resource advantage and capital advantage will be replaced by labor qualities advantage as well as science and technology advantage in knowledge economy era.HRST is regarded as strategic resources and core element to promote national competitive advantage in developed countries and developing countries.HRST(Human Resource in Science and Technology) capacity building was put forward by HuJingtao in 2006,HRST capacity building is a new concept in China,say nothing of research in-depth.The dissertation takes ICT (information communication Technology) as an example and aims to fill this gap in the research literatureThe study objective of this dissertation is HRST and the main content is about capability building.Based on how the terminology of capability building is put forward and developed,the dissertation clarifies the definition of capability building of HRST,and compares several main foreign ICT competence frameworks,then develops a HRST capacity building conceptual model,finally,the dissertation discussed relationship between competence and professional development.Some important results and conclusions are as follows:(1) theory perfection.HRST is a new concept to us,it is seldom studied by far, thus the theory is immature and unsystematic.Based on study of connotation of HRST,the origin of capacity building and its development,the dissertation clarifies connotation of competence and competence standard,then proposes a new definition, the study makes contribution to the perfection of theory of the capability-building of HRST。(2) giving method for constructing competence frameworks.Competence framework is basic framework for capability building of HRST.Which specifies the demand side of the ICT practitioner labor market,there is no one "correct" approach that can lead to coherent set of recommendations for ICT Practitioner Competence Frameworks in the short term.recommendations are derived by best practice analysis studying major Competence(skills)frameworks already in place in Europe and worldwide,including the US National Workforce Centre for Emerging Technologies (NWCET)IT Skill Standards,O~*NET online of United States,the UK's SFIA Foundation's Skills Framework for the Information Age UK and SFIAplus,the Career-Space framework,the German Advanced IT Training System (AITTS/"APO-IT") framework,etc.based on which the dissertation present three kinds of patterns:job orientation,skills orientation and development process orientation,then compares and gives recommendations for building competence frameworks.(3) Practical exploring of capability building of HRST.Activities of capability building of HRST have been actively carried out at home and abroad,and attention to which becomes increasingly pronounced along with the importance of HRST,but research on how to operate is seldom mentioned.Based on clarified definition of capability building of HRST,the dissertation constructs a conceptual model of capability building of HRST from three aspects,and explains this conceptual model through a lot of cases.Nation is the Macro-aspect in capability building of HRST, which makes a strategy of sustainable development,provides legal system guarantee to ensure capability building of HRST work well,including enacting law system, policy instruction,perfecting systems of qualification framework and constructing competence framework system,etc.enterprise capability building is the Mesne-aspect in capability building of HRST,enterprises gain sustainable development through capability building of HRST.capability building of HRST in enterprise aspect comprises:generate job descriptions,set up organization structure,competence assessment,perform gap analyze,select project teams/identify experts,make career development plan.Individual capability building is the Micro-aspect in capability building of HRST,which can improve individual's ability and is paramount to individual's continuing professional development,the process of Individual capability building including job position,perform gap analysis,choose certification, choose training provider and training form.(4) The dissertation develops and validates an ICT competence model.The common method divides competence into two types,one is general competence,the other is specific competence.The dissertation aims at analyzing general competence and proposes a model that describes relationship between competence and professional development,which Identifies eight competence,these are resources, information,interpersonal skills,technology,system,basic skills,thinking skills, personal qualities,and Put forward hypotheses that these eight competence influence continuing professional development directly.Questionnaire of investigation and data analyses validate this hypotheses.Then proposes hypotheses further that resources, information,interpersonal skills,technology,system are key competences,which influence personal professional development directly,while basic skills,thinking skills,personal qualities are basic competences,which indirectly influence personal professional development through affecting the five key competences.This hypotheses is validated also.This conclusion has important practice significance in that it suggests that HRST should reinforce key competence selectively during the course of continuing professional development.The conclusion also helps enterprises to distinguish basic competences from key competences,so enterprises can take relevant steps to improve competences that will favor the development of enterprises, which can allocate enterprises resources and train personnel effectively.