Construction Of Competency Model Of Nonleadership Staff In Administrative Organs During Transformation Period

The Chinese society has gradually entered a crucial period of economic transformation.The administrative staffs,who act as the most important role in the implementation of the social management and state-owned economic system management,need to improve the individual capabilities of their employees so as to adapt to the new needs of economic restructuring and social development.In particular,non-leadership employees who account for more than 70%of the total,their professional innovation ability,public service ability and other aspects directly reflect the efficiency of government management and the success or failure of government reform.However,in practical applications,because the performance of administrative management is difficult to quantify,the evaluation of employees in domestic administrative agencies depends on the subjective evaluation of employees within the unit.The main evaluation indicators "morality,capacity,diligence,performance,and honesty" are complex and hard to understand.Qualitative assessment can only be subjective,and it is impossible to carry out more systematic and objective quantitative analysis.It is difficult to directly measure the individual's true performance.It tends to produce the tending effect,resulting in inaccurate evaluation.Therefore,it is impossible to understand the ability of employees through the assessments,also can not provide an effective basis for the decision-making on the appointment,stimulation,and promotion.In view of the characteristics of the administrative work in the transition period and the work nature of the non leading post workers,this paper fir-st interviews 22 administrative staff and workers from different levels of different units by interview with the Critical Incident Interview method,and then extracts the key competency and behavior,and then sets up the initial assessment of competency through the interview of the expert group.Volume.After that,questionnaires were applied to two wholesale questionnaires,including competency importance and conformity evaluation,and 736 effective questionnaires were collected.The data were analyzed by cross validation test,reliability and validity test and law validity analysis.The 7 dimensions of competency were extracted,including communication and relationship establishment,learning and innovation ability,execution and law enforcement ability,individual effectiveness,policy application power,public service orientation and organizational support.A competency model of non leadership positions of administrative organs in transition period has been built.In the same way,we also use the group interview method,borrow ideas from the established questionnaire of human resource management and administrative management at home and abroad,build a simple performance evaluation questionnaire for non leading post administrative staff in the transition period,and recover 512 valid questionnaires,and test the competency model by working performance as the standard.The performance of non leading post administrative staff is divided into two dimensions:task performance and relationship performance.Finally,the nomological network model between competency and performance is constructed by structural equation technology,which makes an empirical test on the predictive function and interpretation of competency,and makes the logical relationship between the winning power and the various dimensions clearer.The innovation of this study includes:first,a set of competency evaluation model for non leadership post administrative staff is built to adapt to the current new economic situation and more easily quantified.Through the Critical Incident Interview and cross validation,7 kinds of competency factors are extracted from the characteristics of the administrative work in the transition period.Secondly,the paper establishes the two-factors model of performance,and use structural equation technology to construct the nomological network model between 7 categories of competency factors and two kinds of performance factors,and make an empirical test on the competency model,so that the structure and logic of the model are more clear,which provides a certain reference for the construction and test of the competency model in the absence of clear performance standards.The third is to analyze the difference between the importance and consistency data of different positions,and prove that the post variables have a significant influence on the performance and the importance,and further put forward the dimension empowerment according to the character variables of the post,so as to improve the applicability of the model.