A Study On The Construction Of The Competence Model Of The HR Department Managers And Supervisors In World Top 500 Companies

As the competence is closely related to the work performance, it is more likely to be the trend that researchers, entrepreneurs and HR professionals replace intelligence tests by the competence model to carry out the practice of talents selection, development and promotion in variety of fields. It is for this reason that the paper carried out an empirical study on the construction of the competence model of the HR department managers and supervisors in world top 500 companies.The paper not only introduced the development of the overseas' researches on competence and competence model, but summarized an overview of Chinese competence researches in recent 10 years as well. Also a list of several authority competence models both in China and from overseas could be found to deepen the understanding and practice. Through the analysis on job position, function and qualification description of HR department in world top 500 companies, the target competence model was confirmed to be general(involving in variety of industries) and special(only focusing on HR department). And expert simplified method was the major one in procedure of competence model construction, which combining with other construction techniques such as focused group interview and questionnaire data analysis.Following the procedure which modified from Spencer's, the steps listed as: 1. Gaining the raw material about job description of managers and supervisors in HR department through telephone interviews on criterion sample. 2. Determining the distinguish rules on criterion sample after the focused group interview of the HR experts and consultants. 3. Designing the assessment of the HR department managers and supervisors in world top 500 companies and carrying out it to 70 participants. 4. Data analysis and examination on reliability and validity of the model.Main conclusion of the paper: 1. Constructed the first version of the competence model of the HR department managers and supervisors in world top 500 companies. Created the concept named as Competence Concept Model which following the structure as classifying the different work-oriented abilities matched with characters in different facets. 2. From the Cronbach Coefficient Alpha, the overall internal consistency reliability of the competence model is good, though two facets of the model have the low Cronbach Coefficient Alpha which suggesting that model be modified further. 3. Significant difference has been found through independent-samples T test between two groups of high performance and ordinary performance in almost competence items except Respect Diversity and Innovation Ability, which is the symbol of high validity of the model.As the subject of this paper is the hot but rarely-concerned spot in recent researches which concentrating on the field combining human resource and competence, the author detailedly analyzed the difficulties of the model construction and the very improving points of the model, warmly looked forward to the tendency of the future research on competence, and constructively guess the prospect of the research on efficiency and accuracy analysis in the procedure of competence model construction and validation. Hope the paper to provide techniques and experience for HR professionals on competence model construction, deepen the research field on human resource practice and organizational behavior, and help the enterprise to build up the referential criteria on recruitment, promotion and performance assessment of managers and supervisors in HR department.