Study On Competency Model And Its Application Methods Of Public Managers

In past decades, the process of economic globalization and the development in S&T are accelerated significantly, and external situation for public management becomes more challenging. In order to enhance competitiveness of our government, how to strengthen human resource development in public management organizations becomes an important subjectCompetency model is an essential foundation in a series of work on human resource management, such as personnel selection, staff training and performance management. Based on theories of New Public Management and Human Resource Management, competency model of public managers has been systematically discussed in this paper. The principle contents in the paper are as follows. Firstly, an analytic framework for job characteristics of public managers has been proposed, combining with characteristics of public management. Secondly, a competency dictionary of public managers has been developed. Thirdly, the performance evaluation index system for public managers has been put forward, and its empirical research is also launched. Fourthly, a competency model of middle-level leading cadres has been developed. At last, application methods of competency model are discussed.In sum, the innovative achievements in this paper are included as follows.Firstly, competency model theory for public managers has been systematically discussed, and a competency dictionary of public managers is developed. This paper puts forward that the competency research belongs to the area of job analysis, and discusses difficulties and focuses of competency research of public managers. Then, a three-dimensional analytic framework for public management jobs has been proposed, based on job responsibility, job function and job power. Furthermore, a competency dictionary for public managers has been proposed, in consistent with conditions and cultures of our country. The study will not only expand the range of competency research, but also promote standardization of its process, interpretability of its conclusion and application of its results.Secondly, a performance evaluation index system for middle-level leading cadres has been put forward. In view of the shortcomings of current performance evaluation for public managers, a four-dimensioned framework for performance evaluation of leading cadres has been made based on job responsibility, relevant stakeholders, personal rewords/punishments and organization performance. Furthermore, the paper proposes an index system of performance evaluation for middle-level leading cadres, considering expert thought, data availability, index effectiveness etc. The quantification methods of indicators are also discussed in details. This research is linked close with actual work, providing important reference to performance evaluation work in public management organizations.Thirdly, a competency model of middle-level leading cadres has been proposed, as well as its application methods for open selection and performance management. By means of behavior event interview, this model is constructed through comparative analysis between those with excellent performance and performance in general. The model has six items, achievement motive, establishment of rules and systems, persuasive, interpersonal relationship team leader and conceptual thinking. Then, an open selection model for leading cadres is built on the basis of this competency model, and application methods are discussed. This research reveals behavior characteristics and personal qualities of middle-level leading cadres with outstanding performance, providing essential reference to human resource management in our public management organizations.