Research On The Competency Model And Evaluation Method Of Middle-level Managers In Unicom Maintenance Center

Middle-level managers are important resources of enterprises, who play animportant role in organization, and serve as backbone elements in an enterprise.The annual evaluation of Unicom Maintenance Center is an important job whichhas a great influence on the selection and evaluation of middle-level managers.The decision of the evaluation contents and the selection of the evaluationmethods are the key points of doing this job. The research and study of thisproblem can help middle-level managers make a good career planning, andimprove their own overall quality, thus further promoting the development ofhuman resources of the whole company, and playing a significant role inpromoting the achievement strategic target of the enterprise and the developmentof national communication industry.Based on the selection and appointment of middle-level managers of ourcompany, this paper applies personnel assessment, aiming to set up a competencymodel for middle-level managers which is suitable for our company, and select amethod of measuring which matches it well. In the process of setting up themiddle-level competency model, above all, the competency elementscombination of the middle-level managers in our company is concluded andsummarized with the method of work analysis; besides, based on theclassification of the middle-level managers of our company, differentcompetency elements and general competency elements are confirmed; what’smore, by using gray relational analysis method, and after the gray relationalgrade analysis of the general competency elements from five evaluationdimensions, namely: performance correlation, promotion correlation,maneuverability, expense cost and time cost, the general competency index system of middle-level managers in our company which is made up of thefollowing eight competency index: language expression, analysis ability,communication ability, leadership, policy nature, responsibility, professionaldedication and enterprise is determined; by being combined with the differentcompetency measurement index, finally the competency model of the middle-level managers in our company is set up. As for the matching selection ofevaluation technology, this paper describes in detail the characteristics and theapplication of psychological test, interview and central assessment technology,and matches with the competency model of middle-level managers in theMaintenance Center. In addition, considering the time, cost and maneuverabilityof the evaluation, the matching scale of the competency model and evaluationtechnology is determined by combining with the personnel assessment ofprovince maintenance center. Last but not the least, the paper explains theapplication of the research results, introduces the item selection and judgingstandard of the related evaluation methods, and designs related cases, offering acontinuous support for a better development of the research results.