Research On Human Resource Development Of Knowledge-Based Enterprise Based On Competency

The importance of Human Resource (HR) in economic growth and Human Resource Development (HRD) promoting the core competition of enterprises are always the hot topics in both economics and management fields. Especially entering the era of knowledge economy, the promotion of HR competitiveness is not only vital to economic sustainable development of a country, but also the source of enterprise's core competition. Moreover, it's original for individual to constantly enhance his/her self-value during market economy waves. Since 1990's, with increasingly global competition among enterprises, the function of HRD is enriched, which can contribute substantially to main impetus for enterprise to achieve its strategic goal. Based on the view of competency, relative problems of HRD are discussed in this dissertation.Based on literature review, a research framework is proposed adhering to the systematic principal in this dissertation, under which three investigation routes--the competency development of individual, team and organization in knowledge-based enterprise are presented. The main work is summarized in detail as follows:(1) The relevant researches on the main theme are reviewed.The point of view on competency-based HRD is a new systematic research idea with which present researches doesn't match well. Therefore, this dissertation analyzes relevant literatures following the given idea. Firstly, it reviews HRD researches related to four aspects as follows:1) running back over researches of HRD; 2) the definition of HRD; 3) the main schools of HRD; 4) the differences between the eastern and western academes. Secondly, the theory on the competency-based HRD is reviewed from different angles, including 1) the definition of competency; 2) the classification of competency; 3) the competency model; 4) the recognition method of competency. Thirdly, it is systematically reviewed that the present research situation of knowledge-based enterprise consists of the birth background, the connotation and the characteristics. At last, the limitation of these researches is analyzed abstractly based on illustration above, which yields the direction of this dissertation.(2) A research framework is proposed. Traditional research on competency, which regards the individual as the basic unit in enterprise related to enterprise's performance, focuses on individual learning and individual performance. However, the relationship between the enterprise's strategy and the individual competency development is always neglected during the developing process that results in invalidation of the correlation between rules, i.e. the irrelevance between the individual competency and the enterprise's strategy. Many enterprises, especially knowledge-based enterprises, turn their formation from old pyramid structure to new flat structure with process-drive in response to the requirements of the new situation in which teamwork is becoming the main working style. Thus, it is necessary to analyze the competency-based HRD related to not only individual, but also team, especially to organization. The framework proposed in this dissertation adequately takes the three levels of competency development into account referring to individual, team and organization. The development of competency is a step-up process in turn from individual to team, and then organization, in which the former is the basis and the premise of the latter. It is an upright integration for the knowledge-based enterprise to develop its competency from top (organization level) to bottom (individual level), which constitutes the main content of the competency-based HRD of the knowledge-based enterprise with tight inter-connection. The ultimate goal of the process is to promote the performance of the enterprise from each level. Simultaneously, the three levels of the competency development need to surround the enterprise's strategy, that is to say, the development matches the enterprise's strategy well, which demonstrates the soul of the strategic development of human Resource. It is an improvement that gets over the limitation of the traditional research rule with irrelevance.(3) The development of individual competency in knowledge-based enterprise is discussed.Based on the definition of individual competency in this dissertation, the development of individual competency consists of three aspects as model-building, evaluation and promotion. In the first part, the model for knowledge employee is established including three competency dimensions--knowledge/skill, position behavior and basic behavior. The factors structure of knowledge/skill competency is acquired through literature review and theoretic analysis. Using empirical research, the factors structure of position behavior competency is acquired, and so is that of basic behavior competency. Then, this dissertation introduces Assessment Center and 360 Degree Evaluation related to evaluation of the individual competency. As to the promotion of individual competency, this dissertation raises some approaches and means which involve competency-based training, individual learning during working-hours and occupation planning based on individual competency. At last, the experience of individual competency development in company DR is analyzed.(4) The development of team competency in knowledge-based enterprise is discussed.Based on the definition of team competency, this dissertation brings forward a quantitative method to recognize the advantage characteristics of individual in knowledge-based teams, which is a scarcity in current researches. Consequently, it can give the instruction to enterprise to form its team competency with complementary advantages. This method is based on the index systems of mass authorization and the same value orientation, which can recognize the advantage characteristics from such angle that each side is on the most advantageous situation within a certain range. The mathematic deduction of the method is strictly given in this dissertation. The promotion of team competency is one of the important aspects of the competency development. So approaches and means to upgrade the team competency are proposed including team buildup, team learning and the integration mechanism of team competency. At last, the experience of team competency development in company DR is analyzed.(5) The development of organization competency in knowledge-based enterprise is discussed.Organization learning is introduced into the field of HRD in this dissertation and the development of organizational competency is discussed from the angle of organization learning. And then an integrated model of organization learning (IMOL) is established, including six basic phases of finding, invention, implement, assessment, diffusion and feedback along with knowledge-base operation. In this model, organization learning emphasizes that learning is the integration of processes and results, i.e. organization learning includes consequences as well as courses, and so dose the idea of knowledge operation. In addition, the process area is brought in, so that an operable framework is provided via organization learning to cultivate the sustainable competitive advantage of knowledge-based enterprise. Based on the model proposed above, the development measures of organization competency of knowledge-based enterprise are systematically put forward. And then the successful experiences in organization learning are concluded via the practical investigation in the Company DR. This case study proves the validity of the IMOL proposed in this dissertation, and enriches the case study on organization learning of knowledge-based enterprise in China as well.