Based On The Competence Of Small And Medium-sized Knowledge-based Enterprises 3p Management Mode

Human resources management has two points: one is the post in organization, the other is person. One of the most obvious characteristic of 21 centuries enterprise is employee's intellectualization, team of knowledge employee will expand unceasingly with knowledge-base economy develop at full speed, the ability of the staff have became the source of competitiveness for enterprises. The success of enterprises will become more dependent on the competent staff. The contradictions between employees and organizations have also become increasingly complicated, that requires the standpoint of human resources management is not only confined to the post, but also understand the employees correctly.Competency theory raised by the well-known American psychologist Scott Mr. McClellan in the early part of 70's in last century as a word with great frequency, provides a new approach and perspective for building the new human resource management model in China's human resources theory and practice areas. The knowledge economy has promoted human resources management from the theory of "people management" sublimation to the "competency management", If "people management" ideas emphasis on the decisive role of human capital to create wealth for the business from the conceptual level, then "competency management" more emphasis on the competency elements which human capital needed to create wealth from the operational level. "competency management" using a series of competence indicators to reflect the more abstract "people management", providing theories foundation for applying competency theory to human resources management practices.However, the competency method is constrained very much in practice, as matter of fact. Because it is not match on the other module of human resources management system .The competency method is very difficult to play the role in an organization as a tool alone if have no the integration of human resources management in mechanisms, modalities, systems, processes, and technical support, the human resources management based on the competence theory has become an empty talk.Against the above problems, this paper apply the related methods of competency to the three key areas(posts analysis, performance appraisal and salary payment distribution) of human resources management combine with the characteristics of knowledge-based small and medium-sized enterprises and the special needs of knowledge employee. At the same time, this paper raise and analysis the model of human resources management based on the competence theory in keeping with knowledge-based small and medium-sized business enterprise, using comparative study, regulate research, case study, and other methods.This text mainly completes these following works:(1)Carrying on the summary to the related theories of the competence establishing the theory foundation;(2)Establishing the overall framework of 3p human resource management model based on competence theory, researching systematically the various modules combine with competency method;(3)Summarizing the scope of application and the conditions of 3p human resource management model based on competence theory, citing an example to explain how to apply the new human management model in human resource management practice.Through the model of competency, the enterprises will realize such an integration process from the acquisition, evaluation, and then to encourage of the competency. On the one hand, it is meet the urgent needs about the standardizing HR management of knowledge-based small and medium-sized enterprise, on the other hand, also considering the eagerness of knowledgeemployee to achieve self-respect and realize their own value, in order tostay well, use, encourage this part of knowledge staff well and enhance thecompetition ability of our knowledge-based small and medium-sizedenterprises...