Research Of The Relevant Model Of Staff Competency Maturity Model

In the time of intellectual economies, training plays an increasingly important role in enterprises’ process of gaining and maintaining a competitive advantage. Viewing training as the crucial and strategic security for sustainable development of enterprises becomes a common sense of the theory and practice of workers. However, all aspects of the statistics have shown, either abroad or in the country, most of the investment in corporate training seriously inadequate. The study found that one of the important reasons is that there is a clear shortcoming of the existent theory and methods on training effect evaluation.The importance of training effect evaluation can never be overestimated in corporate training. Based on the training effect evaluation, enterprises may find out whether programs objectives are achieved, and check the various aspects of training to assess the advantages and disadvantages. Then, the experience and lessons can be learnt and training resources can be allocated more reasonably. Moreover, new training demands can be explored after training effect evaluation, which can be a significant reference point for long-term planning of human resource by building staffs’training database. The training process and training contribution evaluation are the two focuses of training effect evaluation. Through previous study, training evaluation based on these two focuses has notable shortcoming, which is the demonstration of the disadvantages of the existent theory and methods on training effect evaluation as we addressed. First, even if the high quality of every aspect of the training process can be proved, it is hardly to logically announce that the combination of these aspects may provide valuable training contribution accordingly. In other words, the explanatory power of training process evaluation results is not enough. Second, due to the delay of training contribution, in certain periods or projects, it is impossible to provide the conclusions of evaluation about training integrity contribution in time. Hence, the findings of training contribution evaluation have even worse explanatory power in the real world.We made contributions in this paper as follows. Domestic and foreign study on competency, maturity and fuzzy system theory has accumulated a wealth of materials of innovations of the training effect evaluation model. Based on the materials, we set a new range, in which staff training effect and training demand evaluation are related, called Staff Competency Maturity (SC-M). On the basis of SC-M, we are able to develop Staff Competency Maturity Model (SC-MM). Furthermore, Staff Competency Maturity Space Measure Model (SMS-MM) can be built. And then, based on these models, Staff Competency Maturity Evaluation Model (SCM-EM) can also be well developed. These models provide new mentalities and methods for training effect evaluation of staff and part/entirety of the organization. Besides these benefits, SC-M, SC-MM, SMS-MM and SCM-EM also bring huge changes for basic mode of human resource management, which can be viewed as improvement of competency maturity not only of every staff but also among the whole company and organization.We discuss the background story and research objective in the first section. The basic materials and research progress of domestic and foreign research for core innovation in our paper also illustrated in this section. In Section2, related basic theories are provided. In Section3, we analyze the basic definition and application of SC-M. Based on SC-M and SC-MM, another model SMS-MM is built, and a more accurate model called SCM-EM also developed in Section4. Then, we discuss how to apply SC-MM and related models in human resource management and other aspects in Section5. A case study is provided in Section6. We conclude main insights and discuss future research directions in the last section.