High-tech Enterprise Professional And Technical Competence Research

In the ages of knowledge economy, with the increasingly fierce domestic and foreign markets competition, the human capital has been an important strategic factor which affects a company economic efficiency. Especially for the high-tech enterprises, technical workers are coming into the powerful source, which to gain the core competence for the sustained development. Competence theory, which based on the confidence of staff's value and inward demand to explore the staff's potential competence and to obtain the enterprises' core competitive advantage, has changed the traditional mode of human resource management which is on the basis of the job characteristics, and has been becoming into the new base for the construction of the strategic human resource management.Under such context, combining context analysis with questionnaire methodology, based on the literature review, this thesis point out the progresses and weakness of previous research and business application, and then focuses on technical worker in high-tech enterprises to explore the competency elements and builds up a competence model. Furthermore, the thesis concludes significance differences under individual and corporate variable.The thesis draws conclusions as follows: Firstly, the self-constructed competency questionnaire is employed to investigate the competency of technical worker in high-tech enterprises; Secondly, the thesis build up a competence model, which conclude 29 competency elements summarized in 7 dimensions; Thirdly, we proved individual and corporate variables have direct effect in some dimensions of competency model.The thesis' main innovation manifests in five aspects: Firstly, with the fusion of many kinds of research method, combined analysis of the domestic situation, make a review of competency current theories, make a summary of the reason for the deviations in enterprises application. Through investigating 700 technical workers in various enterprises, a competence model is established by the mathematical statistic method. Secondly, the performance is defined into five degree to identify the various variables and three kinds of them have been made to cite the significance differences. Thirdly, job performance is compared with the result of realistic performance appraisal to intensify the reality of the investigation. Fourthly, in the structure and dimension of the competency model, personnel characteristics have been paid more attention than previous competency theories. Fifthly, by analyzing the related literature, the thesis sets up three kinds of competency, which is threshold competency, differentiating competency and development competency.The results and findings in this research could enrich the theory knowledge system, and also put forward reference for HR practitioners in selection, training and development, performance appraisal, compensation management and career planning etc.