The Research On Competency Model Of Senior Blue Collar In Manufacture

In recent years, especially after implementing the reform and open-door policy, with the fast development of Chinese economy and the transference of the manufacturing center, we must have enough talented technician to upgrade the industry quickly in order to realize the target of constructing the advanced manufacturing center. The scholars in our country make adequate research on the upgrading of the manufacturing and the cultivating of the talent, which provide the theory instruction for the development of manufacturing. However, the dissymmetry of the talent structure and the market demand obstructs the development of the manufacturing seriously and influences the speed of constructing the advanced manufacturing center. Therefore, it is an urgent issue to how to develop and bring in the needed talent to meet market demand.The talents are the root of the prosperity of the nation. With the changing of the science and globalization, the talents have a decisive function more and more in the competition among the nations. Currently, the manufacturing industry creates 1/3 of GNP, which takes up 4/5 of the whole industrial production and 90% of the total export amount, with the staff of 80,430,000.The proportion of the senior technician in the workers is about 5%, which is 35%—40% in developed country. In 2003, the Bureau of Labor and Social Security of Shanghai made survey on 16000 staff in some companies, it is indicated that the quantity of the senior technician engineer and technician engineer is small and there are 7.33 jobs for each senior technician engineer. According to the condition of the labor market in 99 cities issued by the Department of Labor and Social Security in the second quarter of 2006,it still appeared that the middle-senior talents in our country can not meet the market demand, in which the employment magnifications of the senior engineer, senior technician engineer and senior talent are highest which come to 2.08,1.96 and 1.71.The unbalance of the talent structure and lack of talent has been the barrier of the technique innovation and development. The lack of senior technician has been the outstanding issue for the manufacturing industry in our country.The senior talents are the important labor to promote technique innovation and the realization of the invention. What kind of character can meet the demand of the market after all? The research on competency can date back to 1970s', and most scholars pay attention to the research on competency, and most organizations attach importance to the scientific and systematic management of competency and the development of "competency pool" .So how to define the needed characteristic for manufacturing has been one of the important tasks for HRM.The theory on competency and competency model in foreign countries can provide reference for us. However, the research on senior technician competency in our country is fewer especially the research on "senior blue collar". And we have a try in the thesis.Based on literature reviews, this paper was completed by referring to the suggestion of the related experts and scholars, defining the "senior blue collar", designing the questionnaire about the competency factors on senior blue collar and analyzing on the effectiveness and reliability with SPSS, making factor analysis on the data, extracting the factors about "senior blue collar", establishing the competency model of the senior blue collar, verifying the model with the methods of factor analysis and non-parameter examination, and in the end putting forward the general principles of implementing the model.