The Impact Study Of The Human Esource Managers' Performance On Tacit Knowledge

Peter Drucker, a modern management master, once said:"The human is only real resource in enterprise."Drucker consider that the performance of the enterprise achieve to through human resource management. The importance of human resource is obvious to economy and society. Human resource management is the motive fource and fundamental guarantee of the enterprise sustainable development. As the first person who explained kowledge-based eonomy, Drucker pointed out very early, it is fundamental change to the creation method of wealth and the way of payment to knowledge owner that the core of kowledge-based eonomy, it is the greatest challenge of manangement in twenty-first century to improve the labour efficiency of knowledge worker. People-oriented is not merely theoretical speak generally, more need to gradually become the actual action.It is changing from maintenance and assistance to important strategic significance that human resource manangement, it is also strategic tool that help enterprises to keep on competitive advantage. At the same time, the human resources manager's roles and functions are undergoing profoundly change, they carry on the strategy plan of enterprise, responsible for for organizing performance with senior managers and primary business managers as the business partnership of important value. Human resource mananger is gradually becoming into a strategic planner and an important driving force for changes, even responsible for more pioneering, creative works, including to finding the talent with excellence, creative thinking and brond thinking. It is undoubtedly to put forward higher requirements in responsibility and ability to human resource managers. Human resource managers should have what kind of competency? What these competencies will come out effect to indivial performance? These topics are more and more attention, its important value is increasing in theory and practice that the relation research of competency and performance. But this field is still the beginning research stage in domestic, it is no system in theory, localization empirical research is not distinct and so on, these peoblems are very outstanding.Tacit knowledge is widespreadly exists in the enterprise and individual, it is the enterprise innovation for competitive advantage, and the important foundation and source for sustainable development. Researchs have shown tacit knowledge have the function to predict and improve performance. Study of tacit knowledge is divided into organizational level and individual level, these two aspects of the research for the present study provides theoretical basis. Based on the existing study of competency, tacit knowledge, performance, this paper proposes the competency model, tacit knowledge dimension, individual performance indicators. Tacit knowledge is competency of the antecedent variables, through the intermediary role of competency to impact human resources manager's job performance. And through empirical analysis to verify the competency and performance significantly correlated, tacit knowledge and performance remarkable correlation.First, combing the literature review and interview method, and seek human resources experts and human resource managers views, build human resources manager competency model and tacit knowledge dimensions of structure. Eight competencies are leadership ability, cooperation ability, social ability, emotional intelligence, innovation ability, decision-making ability, communication skills, learning ability. Four dimensions of tacit knowledge are metacognitive, value, emotion, interpersonal. Based the human resources manager recruitment advertising analysis on individual performance evaluation index, consists of ten main management functions as well as several functional activities details.Second, this parer based on competency model, tacit knowledge and performance evaluation indicators build three aspects of the questionnaire, and through the exploratory analysis, confirmatory analysis, analysis of content validity, internal consistency coefficient test, discriminant validity and predictive validity of tests to prove that the questionnaire has good reliability and validity.Third, the analysis of variance and regression analysis explore the relationship between the human resource manager's competency and individual performance. The results showed that only four competencies (leadership ability, cooperation ability, innovation ability, learning ability) with performance significant positive relation, have predictive power on performance.Finally, analysis of variance, regression analysis showed that the four dimensions of tacit knowledge with human resource manager's individual performance is significant positive relation, as competency of the antecedent variables, tacit knowledge to the individual performance have a significant effect. Path analysis results also verify the tacit knowledge of human resource managers and its four dimensions can affect four competencies and individual performance.