The Study On The Relationship Between Human Resource Managers Competence And Organizational Performance

Competency research in contemporary psychology, human resources management,education and other fields of research focus, research done by experts in this field becomesmore and more in recent years,competency model is a good distinction between businessleaders and ordinary leaders of key criteria, successful business leadership competency modelto build helps business executives with the use of recruitment, selection and performanceevaluation and so on. But on China’s social and cultural context of corporate human resourcemanagers systematic study of competency rare.In this study, to clarify concepts, review relevant research at home and abroad, based onthe model proposed hypotheses, design the questionnaire, managers of corporate humanresources competency and organizational performance made an initial attempt to study therelationship. In this study, the Pearl River Delta area businesses for the study were testedusing SPSS statistical analysis software had the sample data validity, reliability and factoranalysis to study the corporate human resource managers of the three aspects oforganizational justice (interactive justice, distributive justice and procedural fairness) andcompetence (six leadership skills, interpersonal skills, communication skills, professionalskills, planning skills, problem-solving ability) relationships, and competence andorganizational performance relationship. Empirical analysis: the organizational climate oftheir business fair competence has a significant impact; competence of the organization’sperformance also has a significant positive correlation.In the daily business management practice, business executives should actively forhuman resources managers to create a good working atmosphere, so that human resourcemanagers to more fully play their competency, so as to enhance the level of team building andorganizational performance.