Performance Management Of Technical Personnel Based On Competency Model

With the development of high-tech, how to improve the core competitiveness of enterprise is more dependent on the technical personnel’s ability. Whether the enterprises can establish human resource management and evaluation system which is suit for personnel characteristics or not, the ability to attract and retain qualified personnel and grasp the core competency are all important for the enterprises to maintain their competitive advantage. In order to achieve this goal, enterprises have an ongoing need to identify the foster core competencies for technical personnel in the area of research and development. However, exploring the core competencies of technical personnel is a qualitative problem. With the background, combining the matured ways in foreign countries with social, political, economic and cultural circumstance in China to study actors that affecting their performance to help enterprises to improve their performance.Based on the literature review of previous research, this thesis points out the strengths and weaknesses, then proposes the purpose and methods. The competency model has the potential to fill an important void in the traditional job analysis and has important role in performance management. Through open questionnaire survey and behavioral event interview to understand their qualities and skills, and use the Rough Set Theory which has been well known as a data-mining technique to explore the competency elements, then build up a competency model for technical personnel in high-tech industry.The thesis draws conclusions as follows:Firstly, based on the rough set theory, build up the competency model for technical personnel, including pursuit excellence, demand analysis, develop others, impact and influence, information seeking, knowledge updated, concern for order, expertise, interpersonal understanding, controlling force. Secondly, analyze the relationship between competency elements and performance, and look for the positive factors and negative factors. Thirdly, give the conclusion that the competency model will change with the different gender, age, level, education background. In summary, this thesis would enrich both the theory and the method to build competency model, and propose recommendations on selection, training and development, appraisal of performance, compensation and so on in human resource performance management system.