The Research On The Competency Model Of Manager In Enterprises

Competency research began in the early 1970's in U.S.A. and been used todifferentiates excellent performers from employees. If we know what thesedifferentiators are and can measure them, they can be used to help better to employ,appraise , and improve employee performance. These differentiating characteristicshave come to be called competencies. Most of researchers agree that competencies areenduring traits or characteristics that help determine job performance.This research employs job analysis method and questionnaire method to explorethe job competency of managers in China empirically and builds up a managercompetency model including critical competencies, the definitions and behavioralperformance. The self-constructed competency behavioral assessment questionnaire isemployed to investigate the competency structure of the manager competency model.Through investigating nearly 42 managers in two companies and one training group ,five competencies muster are identified which are Administrative Skill(Planning andScheduling works, time-management, Monitoring, Flexibility);Leadership(Evaluatingand Improving the performance, Coaching and Authorization, Setting up aims andstandards);Interpersonal Skill (Knowing others and Empathizing, Building therelationship, Listening to others, Information-gathering and Delivering), CognitiveSkill (Strategical thinking, Problem-solving skill, Making decisions and weightingrisks, Innovating and Changing, Professional knowledge), PersonnelCharacters( Achievement orientation, Self-confidence, Honesty). According to the results and findings, this paper lists the manager competenciesfor the reference to HR practitioners and researchers. Analyzing those populationvariables, we find that women pay more attention to Listening skill than men do;Theresults and findings in this research are helpful to managers management includingselection, training and development, performance appraisal, compensationmanagement and career development planning. Top managers emphasize morestrategical problem, the administrative and marketing function are more used toutilizing the interpersonal skill and communication skll.This result can also be used in human resource management, including recruitingand selecting, leadership development, performance appraisal and compensation,career management.