The Study On The Competency Indicator Of State-owned Enterprises Senior Managers

Objective:From the performance appraisal of senior managers in different industries, different job posts and different official ranks, extracting a set of general indicators that can reflect the performance of senior managers much more comprehensive, conduct a correlation analysis with the capacity and quality indicators of senior management.We hope to get the the competency indicators that can have an important influence on the performance of senior managers and compare the managers.Methods:The framework and projects of the test were preliminarily established by drawing domestic and foreign relevant products and interviewing with experts. The capacity and quality evaluation questionnaire firstly determine the indicators by the frequency analysis, and through a descriptive statistical tests, the IRT Unfolding Model GGUM project analysis, exploratory factor analysis the three projects screening identified35projects in eight indicators; Performance Evaluation Questionnaire determined8indicators from the task target dimension and the management maturity dimension, then the experts assessed the importance of indicators to calculate the weight of the indicators. The two sets of questionnaire items are used the operational descriptions or formulas. The final calculation of the indicators of the two sets of questionnaires and calculated the capacity and quality indicators related to task performance, management performance and the comprehensive performance, determine the ultimate competency indicators of senior managers and compare the differences of sample in the various indicators. Results:After three times of item screening,deleted13bad projects from the initial48projects in the capacity and quality evaluation questionnaire,remaining35projects,10indicators at last. The reliability coefficient is.930; the unweighted reliability coefficient of the performance evaluation questionnaire is.734, and weighted reliability coefficient is.719.8items all passed the missing values test, the descriptive statistical tests, and the internal consistency test, two sets of questionnaires all have a good reliability. After the correlated calculation of the indicators between the two sets of questionnaires, personal charisma, organizational and coordinate skills, teamwork skills, innovation, scientific decision-making ability, integrity, thoughtfulness and relationship-building capacity the eight indicators have a significant positive correlation with the comprehensive performance.From the comparison, we can get some results:in terms of thoughtfulness and teamwork skills, women senior managers have a Significantly better performance than men; In the personal charisma, innovation and monitoring capabilities, the principal managers are better than deputy; compared to other age groups, aged36-40senior managers have the most innovative; competency indicators have no significant difference to the job posts; in the analysis of task-oriented and relationship-oriented high-level managers, we get that sex was no significant difference to the task-oriented managers, but in terms of relationship-oriented, women have a higher scores than men; official rank was no significant difference to the relationship-oriented managers, but in terms of task-oriented, the principal managers have a higher scores than deputy; moreover, age, working time, job type and other dimensions were all not having significant difference between task-oriented and relationship-oriented high-level managers.Conclusion:Through the Correlation analysis, we get8indicators----personal charisma, organizational and coordinate skills, teamwork skills, innovation, scientific decision-making ability, integrity, thoughtfulness and relationship-building capacity. The8competency are the most impacting the performance of SOE senior management.