The Competence Research On The Basis Of HRM Role Positioning

With the advent of the era of knowledge economy and the international trend of competition, the value of human capital will gradually replace the value of financial capital and become the future organization's the core of competitiveness and the decisive factor of development. It appears terrible crucial for the organization to allocate its existing human resources effectively. As the main operator and actor of human resource management practices, human resource manager should give the role which they play accurate positioning, and on this basis try to shape their own super competence. Because every human resource manager leads the development of an entire organization and the growth of all member—that's revolutionary and extraordinary.The Role Theory is a theory from social-psychology, which is used to study the social behavior of human being with the concept of "role". Role has tremendous impact on the individual behavior and psychology. Furthermore, different role will give the individual different rights and responsibilities, and what people expect to them must be different as well. These intangible things will affect a person's psychology, behavior and ability development. At the same time, recent years, the introduction of Competence Theory and the concept of Competency Model into the enterprises provide a set of operation methods and management techniques. According to the method, ability is the lasting quality and characteristics which decides the performance.In this paper, We introduced the basic definition, process and functions of human resources management, from the Role Theory and the relevant theory of manager role. And then, combining the Competence Theory, we analyzed the multiple roles which the human resource managers play and corresponding connotations. On this basis, we get the corresponding competence indicators, which attempts to further enhance human resourcemanager's role cognitive awareness and competence level.