Research On Competency Model Of Inspectors In The Aviation Manufacturing Enterprises

In recent years, with changes in the external environment of the enterprise, people are increasingly aware that the traditional human resource management model based on position is gradually revealing its inherent drawbacks; it cannot provide adequate protection for sustained and stable development of the organization. However, human resources management system which is based on competency model provides a new perspective to the staff-oriented management model. The central management has gradually shifted from "status" to the "competency" of individuals and organizations which has been increasingly accepted by people and become a global trend.Before the study, research on "competence" was made after a series of communication with the mentor, LF company leaders, colleagues and a number of teachers who provided the balanced score card management consulting services for LF. Finally, taking into account of the actual needs of LF and in order to facilitate research work smoothly, the author determined to make an applied research and build examiner competency model.Research methods used in this article are:behavioral event interview (to be recognized as the most effective methods of competency, by this study, the author also praises the method, unfortunately, she has not yet mastered its essence), questionnaires, and expert panel discussion method.In this paper, behavioral event interview is used, and unstructured interviews are conducted to thirteen inspectors in high achievement group and 8 inspectors in low achievement group. The author collects 22 inspectors’ competency factors and initially identifies 10 key competency elements. In the process of applying behavioral event interview, with the full consideration of the confidential nature of the LF Company, there is no routine recording. But later the author re-records the interview rely on memory. Taking into account that the brain’s memory may be incomplete, in order to compensate for behavioral event interview, after the behavioral event interview a semi-enclosed questionnaire study of behavioral event interview is arranged to supplement and verify the interview. And the author finally listens to the recommendations of the expert panel, combines it with the company’s actual status, indicators of competency merged, and modified, improves the index, and finally obtains eight key elements of competency in three dimensions:(1) belief dimensions:Airlines serve the country; (2) quality dimensions:dedication, pragmatic and principled, rigorous and careful; (3) the ability dimensions:business, learning ability, the ability to find the problem. Finally, the eight competency factors are clearly defined by the expert team, each falling into five grades. While for each grade there is a detailed description of the behavior. And ultimately scientific guidance is worked out, with full LF characteristics, the characteristics of the state-owned aerospace manufacturer inspectors’competency model.This thesis also carried out further research on the application of LF inspectors’competency model on company recruitment, appointment plate, training development,performance assessment sector, the research results has been accepted by the company, colleagues, the HR colleagues and quality system personnel. Position specifications based on personnel competency model explain the competency the staff need for work and responsibilities they take on are clearer than the original job description. The training programs based on competency demand analysis are also more targeted than the traditional routine of training programs in previous years.LF is a typical state-owned aerospace manufacturer. So, its inspector’s competency model provides valuable reference for other state-run aerospace manufacturing companies after more operation and further modification.