A Research On The Competence Model Of The Team Leaders Of The Communication System Company

With the development of Chinese communication system day by day, the competition among suppliers becomes fierce and direct. This competition performs in two sides. On one hand, all suppliers struggle for the big market share. On the other hand, they try to get excellent technicians on the point of HR management for the enterprise development. Human resources which are the most important resources in the form of core competition of enterprises are the primary source of enterprises. Under this situation, the HR system of enterprise has to fulfill its responsibility on the strategy of HR. However, in the process of HR in the enterprises, the employees of HR can not understand the specific techniques of communication system deeply, for most of employees are not the professional workers on technique research and the employees of high scientific industries such as IT and communication system requires high techniques and professional Knowledge. So in the application of concrete HR tasks certain management employees of research and development will involve. In many communication system enterprises, monitors of the research and development groups are assigned to charge one part of these tasks. Therefore, the enterprises of communication system should establish a series of efficient methods to select and train these members.The application of competency in high scientific enterprises is mainly for the general top technicians and middle—senior managers, but this theory has not involved deeply in the research of the monitors of research and development groups. The writer hopes that this research can fulfill the mission of the competence concept model of monitors of research and development groups. Meanwhile, I hope this article can give a hand to the enterprises in the establishment of selection, training and examination the employees of this level on one hand. On the other hand, I hope the enterprises could provide the concrete targets for the employees of this level by concrete competency factors in order to promote them to learn and development without pause so that they can eventually realize the targets of career planning. Besides the following two points, I hope my research can provide some lesson for others on the construction of competency model and deepen the research on competency of all technicians of communication system enterprises. Finally, I really inherit the wish that my research can deepen and perfect the competency model in the practice in a systematic and longitudinal study.On the methods of research, I take up the questionnaires of group leaders of research and general members of development groups from several large communication system limited companies in Chengdu. By SPSS13.0 and EXCEL, I complete the data processing, statistics, analyzing and testing of questionnaires. The main analysis methods are descriptive statistics, reliability and validity analysis, factors analysis and other relative analyses. In order to complete the research missions and goals, I argue and analyze this article from these aspects.Chapter one is the Introduction. First of all, I pose the research background and motivation from the point of the soaring development of Chinese communication system industry. I point out that under the current economic environment, the communication enterprises have to develop with vitality the HR if they want to get certain progress. Moreover, the monitor of research and develop groups are the chief elements in the process of HR concert tasks so that the selection and evaluation of such employees who have been trained are very important. I hope in this article the primary competency model of monitors should be explored. On the basis of introduction of domestic and foreign relative competency models, I proceed the empirical study on the competency models of monitors from Chinese main communication system enterprises and try to construct the competency models of communication system enterprises for monitors.Chapter two is Theoretical Study and Literature Review. First of all, I introduce the domestic and foreign concepts and connotations relative to competency models. Furthermore, the article narrates the process of the construction of competency models in detail. Third, I introduce the domestic and foreign research on the competency models and analysis the future development of competency model.Chapter three is my research on the competency model of monitors of groups in communication system enterprises. First of all, I need to acquire the features of competency models. Furthermore, I do the test of questionnaire. Third, questionnaire of test will be unveiled and be anglicized when I eventually establish the competency model of monitors in communication system enterprises. After that, I will proceed the reliability analysis for the results.Chapter four is the assumption of the application of this competency model. The main content on this chapter is to discuss the assumption of the application of this competency model. In this chapter,Chapter five is the conclusion and suggestions for further research. First of all, I conclude that the achievements of this article which are the construction of competency models and the function of this model in the practice of HR management. Furthermore, I commit the lack of this research. Finally I pose the suggestions of further research on this model.I have to explain the fresh point in my paper that is the application of competency system in the high scientific enterprises. It is mainly used in the groups of middle---senior managers and general technicians on the frontline rather than the leaders of research and development groups. In the practice of HR, the monitors often play the role of transition. Owing to the deficiency of accurate quota or standard, the selection and test of the monitors from enterprises lack the certain accuracy and reason. I hope this article can give a hand to the enterprises in the establishment of selection, training and examination the employees of this level on one hand. On the other hand, I hope the enterprises could provide the concrete targets for the employees of this level by concrete competency factors in order to promote them to learn and development without pause so that they can eventually realize the targets of career planning.I believe the competency model is a meaningful subject, but it is under the primary step in China. The purpose of my paper is to construct the competency model and analysis it on the basis of data search. However, the paper still has many disadvantages and I can't do research in detail on every problem perfectly. The drawbacks leave the research space for future. I hope this paper can donate some lessons and experience to the further researchers who can continue to study this subject with more concrete, more pioneer and deeper.