Research On Job Flow Decision Of Primary Commanders Based On The Job Competency Model

Primary commanders’ job flow decision, an important theoretical problem in military human resources management, takes a great part in functions of the department of personnel affairs. This thesis tries to find the basic structure of primary commanders’ job competency to develop a job competency model. Based on this, three elements for job flow decision are analyzed to discuss the decision model and its functions.Firstly, this thesis introduces conceptions and theories of job competency and job flow decision. It analyzes conceptions, structures and functions of primary commanders’ job competency, then suggests a method to develop the job competency model and job flow decision. Based on the method, three elements are supposed: decision evaluating standards, measures and candidates, which involve four quantitative methods.Secondly, this thesis gains raw materials to describe the primary commanders’ competency features through literature search and field survey. It makes questionnaires to take a Confirmatory Factor Analysis on the hypothesis model of primary commanders’ job competency. Results suggest that primary commanders’ job competency is determined by six dimensions: Leading Abilities, Characteristics, Attitudes to Work, Professional Skills, Military Values and Managing Abilities, which contain twenty-six features.Thirdly, this thesis use three quantitative methods to study the elements of job flow decision. ANVOA(Analysis of Variance) is carried out to analyze the discrepancies of primary commanders’ job competency, make out the job flow decision evaluating standards. FCE(Fuzzy Comprehensive Evaluation) and SEM(Structural Equation Modeling) are used to study the active individual-job matching degree, make out the measures for a commander flowing to a new post. SNA(Social Network Analysis) is used to search properties of primary commanders’ job flow, choose proper candidates. It is found that the three elements of job flow decision, which are not eternal, will change actively following by commanders’ properties, new posts and properties of job flow.Finally, this thesis analyzes the elements of job flow decision through three aspects: job flow propertis, commanders’ properties and the active individual-job matching degree. It proposes a common principle of making job flow decision model, and develops a relevant decision system. This thesis takes a troop in Beijing Military Area Command for case study, finds that some supposed models and methods discussed can be applied to military grass-root units to select excellent commanders to new posts. Selection, training and career management systems are designed to provide decision-making basis for primary personnel managers.