| The employee competency construct can be traced back to an article by McClelland, in which the author does not directly define the word competency, but uses the term as a symbol for an alternative approach to traditional intelligence testing IQ In this approach, McClelland advocates the use of skill sets related to performance on the criteria based on criterion sampling. A competency model is a description of those competencies possessed by the top performers in a specific job or job family. In effect, a competency model is a "blueprint for outstanding performance".In this study we employed the questionnaire to model the competency of the middle-level managers from the multi-nation companies. Also, we test the reliability as well as the construct validity of this mode. The competency model of middle lever managers of multi-national companies in China includes 4 facets which are self-developing, employee orientation, team building as well as running the firm and 19 competencies. There are 7 competencies in the self-developing facet which are achievement, initiative spirit, self-motivated, execution, communication, influence, introspection, And in the employee orientation facet there are 3 competencies in it, namely motivating others, developing others empathy. Change and performance management as well as interpersonal interaction are in the facet of the team building. The last facet includes 4competencies which are programming, marketing sensitiveness, monitor and culture building.According to the result of this study, we can come to the conclusion that, the first, men and women have the same opinion on the competency in this model; the second, managers who have worked for more than 8years pay less attention to programming, interpersonal interaction, monitor and culture building. The third, managers with master degree attach more importance to the facet of the running the firm.Breakthroughs in information technology will have a big impact on HR activities such as competency modeling. |
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