Research On Competency Of Grassroots Administrative Staff Of ’Double First-class’ University

The administration of personnel is an important part of university teaching and research,It plays an important role in improving research level and ensuring the sustainable and connotative development of the university,as the action of "Double first-class" university construction accelerates.To improve the administrative efficiency and the level of scientific management,it’s vital to build up the ranks of administrators,to make them more professional.Owing to the background above,based on the study the competency model for the junior administrators in the "Double firstclass" university is presented,after that I make analysis of the relative administrators’ competency situations,and get attributions that attach to those situations,Finally,systematic proposal is raised about how to improve the administrators’ competency.Based on quality iceberg model and comprehensive incentive model,Taking the H university as study case,I make reviews about the junior administrator’s competency on the basis of existing research through the literature methodology.By using in depth interview I construct the junior administrator’s competency,then define six perspectives containing 18 features.A survey questionnaire was administered to inquire the relative situation of the junior administrators’ competency in campus.5 issues were found: the lack of the core competency;the large self-perception deviation;the reduced efficacy post training;the bastardized career vision;limited space of career development;Probing further,the reason for those 5 issues: lack of attention to professional skills and innovation awareness;the vague quantificational performance;the lack of vocational skills training system;the low extent of person and post matching;the lack of a clear promotion blueprint.To solve these problems,the systematic proposal is raised about to improve the junior administrators’ competency:(1)It’s very important to reinforce the career management and make the chain of human resource continuous;(2)It’s necessary to promote administrative job mobility and internal communication between the junior administrator;(3)With strengthening the competency oriented,to improve the pertinence of career training;(4)Not only pay attention to internal driving force,but also join with external guarantee to set up a good institution environment;(5)To place the equal emphasis on encouraging and restraining mechanism,and make the clear mechanism of quantificational performance.