The Study On Competency Model Of Foreman In State-owned Monopolies

Competency model is not only a kind of human resources management method, but alsoa kind of management tools which can be widely used in all aspects of human resourcemanagement. Competency model is the main method of competence recognition, so it is alsocalled competence character model. In recent years, the competency model catches more andmore attention of the Chinese enterprises. Many multinational corporations first established inChina for the company’s competence model to make standard of selecting candidates andcultivating employees.Many large domestic companies followed. According to the company’s key position,they establish the corresponding quality model and the management system based oncompetency model. However, because Chinese companies are still in the particularity of thedevelopment phase, their humanities environment and corporate governance mode aredifferent from foreign companies’. The challenges they meet are also not the same as foreignones. There are both generality, and differences. This leads to difference between thecompetency models of Chinese employees and the competency models in the west.So, for construction and utilization of the competence model, we must use the criticallyabsorb practice to find a suitable program for China’s national conditions and the practicalneed of the enterprises.This article shows the significance of its research by telling about the replacementresearch background of the relevant state-owned monopoly enterprises’ team leadercompetency model. Also, it provides the construction process and transition model plans forthe monopoly state-owned enterprises’ team leader of competence model through thedomestic and foreign relevant research literatures, and the relevant features of domesticmonopoly enterprises’ team leaders. Then, we make practical application test in the modelGGC Company.This research takes the integration method which is a effective integration of the researchresults of the fields in and abroad and the practical application of the present situation,integration of the cost and the cycle of the work, integration of data analysis and technicalmethods. First, by the high performance analysis of the samples we get performance and theindex elements which can make high performance behaviors base on the practical need of thepositions and from three dimensions which are leadership and management, knowledge and skills, and motives and characteristics. Then we use analytic hierarchy process and fuzzyjudgment method to obtain the weight of the elements. And then scale the quality indexes ofhierarchy, and make act descriptions of the different level of quality.At the same time we take the behavioral event interview technology (BEI), andquestionnaire survey to collect data and network data, to further verify the accuracy of theindex and authenticity.Finally, after a series of calculation and evaluation data inspection process we get arather comprehensive understanding for team leader competency, and show its feasibility andimportance through the practical application in the competency assessment model of teamleaders in GGC company.The model of the construction of GGC team leader not only is important in hiring,training, performance appraisal, but also provides a good reference for other public serviceenterprise especially state-owned enterprise team leader competency model.