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An Empirical Research On Human Resource Management Professionals' Competencies In China's Enterprises

Posted on:2005-05-22Degree:MasterType:Thesis
Country:ChinaCandidate:Y J WengFull Text:PDF
GTID:2156360125956577Subject:Business management
Abstract/Summary:PDF Full Text Request
Competence & Competency research began in the early 1970's in U.S.A. The concept of competency refers to the characteristics, which differentiates excellent performances from average ones? This research employs behavior event interview and questionnaire methods to explore the job competency of human resource management professionals in China empirically, then builds up a human resource management competency model, and identifies the factors that affect interviewees' views on the competences.Based on the articles of the competency and human resource management functions, by means of behavior event interview, this thesis verifies the items of the human resource management professionals' competencies, and compiles them into a survey questionnaire. After investigating more than 300 participants in various enterprises of above ten cities, with the one way ANOVA and factor analysis, six categories twenty items of competencies are identified which are 1) organizational development: strategic business perspective, innovation, employee development, business process reengineering, human capital maximization, openness, visioning and alignment; 2) professional skills: compliance, coaching and counseling, staffing and retainment, project management, HR skills; 3)customer orientation: quality management, customer value creation; 4)cooperation and alliance: communication and influence, cooperation; 5)personal development: relationship building, continuous learning; 6) sensitivity of change: tolerance for stress, ambiguity and change, performance management. Furthermore, the direct managers investigated share the same opinion to some extent with the HR practitioners, and the proficiencies of the HR are lower than the requirements of the jobs.Analyzing those population variables, we find that practitioners in services industry pay more attention to "alliance" while financial/insurance "coaching and counseling"; considering the total number of the employee of the enterprise, the abilities of HR in "creation and management", "visioning and alignment", "human capital maximization" are different from each other; the more senior level of the Hr managers are, the more powerful abilities in "innovation", "visioning and alignment", "business process reengineering" they are inclined to possess; the ownership of the enterprises have no significant influence on the competencies. In the evaluation on career success and personal success, HR knowledge and skills are considering the most important thing while innovation the least. Simultaneously, in China it is the most difficult for HR to manage performance while benefit and labor/employee relationship the least.The results and findings in this research will be helpful to human resource managers' selection, training and development, performance appraisal, compensation management and career development planning.
Keywords/Search Tags:competency&competencies, competency modeling, human resource management professional
PDF Full Text Request
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