Research On The Competency Of The R&D Staff And The Promotion Strategy In K Company

In the era of knowledge economy, science and technology develops rapidly, the enterprise gradually realizes the importance of research and development and the independent innovation ability, many enterprises still use it as a core competitiveness to create. In any enterprise which is directly related with research and development, the R&D staff decides the enterprise’s core competitiveness; the competencies of R&D staff are the driving force for the development of the enterprise, and in a large extent determine the integrated ability of enterprises in market management. Tending to developing market economy in China, our government strengthens the development of science and technology, and requires our enterprise to construct technological innovation ability as a key, this causes a lot of enterprises to design innovative, and pay more and more attention to research and development personnel competence to the work.First this paper analyzes background and significance of the research, and analyzes the study of competency and competency model both at home and abroad presents situation,determines the topic research idea and research methods; then analyzes the relevant theories of R&D staff’s competency model. Detailed classification and characteristics of R&D staff,the classical competency model and other related theory, it demonstrates the necessity of enterprise R&D staff’s competency model research, provides the necessary theoretical guidance for further research. Through the analysis of the situation of K Company’s R&D department, research and development department of the organization structure, the problems existing of R&D staff, and finally confirms the R&D staff’s competency model by analyzing the influencing factors. And based on the competency model it builds an evaluation index system to assess the level of R&D staff’s competence K Company, including the design of the evaluation method and evaluation of implementing the subject establishment, implementation plan, early mobilization and training, the design of the evaluation process, the actual measurement. Finally it makes promotion countermeasures for R&D staff’s competence.