Domestic Human Resource Managers Competency Model Construction

Human resource management is a special occupation which needs both professional knowledges and skills. Because it can improve organizational performance to a certain extent, competency modeling of the HR professionals is theoretical and pritical important. At present it becomes a hot organizational and psycholgical research topic.Using content analysis, our first research analyzed 2013 employment advertisements issued in www.51job.com, www.chinahr.com, and www.zhaopin.com during Oct,2009 to Nov.2009. It had been revealed that there were 52 competency items with a high-frequency(>1%) in employment advertisements, and that there was significant difference among four types of human resource professionals (specialist,chief manager,department manager,executor) in terms of the frequency of the competency items. Based on these findings, we put forward the hypothesis that the competency model of the human resource professionals was consitituted of various factors and that different types of human resource professionals might have different competency models.The second research aimed at constrcut the cometency model using questionnaire method. It first analyzed the importance of the competency items identified in the first research, and then tested the mean difference of each competency item between the good-performer and the poor-performer of the same position and between the good-performer of the lower position and the good-performer of the higher positions, at last the competency model was constructed using exploratory and confirmed factor analysis. Our research differed from previous research in that it distinguished various types of human resource professionals (specialist,chief manager,department manager,executor) and types of competencies (differentiating competency and development competency). It had been revealed that the general competency model consisted of five facors, including leadship, personal traits, human resource knowledges and skills, communication competency, and organizational identification. It had also been revealed that a certain type of human resouce professionals might have a slightly different competency models, e.g. the competency model forspecialist and executor dosen't have the organizational identification, while the competency model for department manager dosen't have organizational identification and human resource knowledges and skills. As for the development competency, personal trait is important for specialist;human resouce knowledges and skills is important for chief manager, and organizational identification is important for chief manager。The findings of present study can be used in recruiment,training, professional development plan.It also provides some thought to the compentency modeling of other professionals.