The Research On Primary Car Bumper Manufacturing Process Engineer Competency Model Construction In Automobile Company Y

In recent years, domestic automobile industry accelerate developing constantly, meanwhile, independent intellectual property rights automobile innovative projects rise up frenquently especially. At the same time, human resource adaption problem become more like a challenge. With the huge pressure both from the international automoblie industry giants and domestic industrial upgrading transformation, such as IPR (Intellectual Property Protection), rising labor costs, rising raw materials costs, rising financing costs, etc. The majority of automobile manufacturers and the downstream first or second line strategic partners are put forward "independent intellectual property rights","cost squeeze" and "innovative development" strategies which is helpful on improving R&D (Research and development) core team’s creativity, managerment skills and productiveties. With those strategies, the automobile manufacturers could achieve the goal for lower cost, better product competitiveness and better enterprise vitality. The human resources construction of enterprise is the core for these above strategies absolutely, such as engineer integration and planning and concept of new talent strategy which makes overall industry upgrading and enterprise develping strategy become ture.Company Y is a representatively enterprise of first line strategic partner in automobile industry who is a various kinds of car bumper and seat supplier. In the face of the challenge of industrial upgrading, Company Y not only realized the importance and necessity of engineer team’s construction, but also liked to promote the development of innovative company through the implementation of the new talents strategy. In addition, the company was aware of the lack of management and performance evaluation methods which cannot stimulate the innovative engineers effectively as well. The core of human resource in industrial upgrading and strategic transformation situation for Company Y is competency based human resource strategy. This paper attempt to build a competency model for PBPE (Primary car bumper manufacturing process engineers) in R&D department who are the grass-roots level member in company Y, which can be spread to other core engineer class of R&D for assessment and selection, such as improving recruitment compatibility. With the competency model, a senior-medium-junior R&D engineer echelon is built effectively, besides, it’s do helpful for integrating engineer career rising channel, improving the efficiency of management and innovation which commit to achieve the innovative strategic goals of the company through competency based talent training framework.This paper not only quoted Behavioral Event Interview (BEI), the classic competency model building methods, but also applied a method combination of qualitative and quantitative, which include files and literature analysis, interview, adjusted BEI, questionnaire survey, and then the data was analyzed by SPSS19.0to get the conceptual competency model of PBPE. The conceptual model is made up of3clusters.12competencies, known as Individual Characteristics (Active Work, Assuming Responsibility, Positive innovation, Individual adaption), Organizational improvement (Organization of judgement, Organization of consciousness, Organization sharing, Organization services), Organizational commitment (Organizational loyalty, Organizational mission, Organizational interests and Organizational identification). Aided by the professional software YAAHP7.5, by means of AHP, the author pointed out weighted coefficients of modeling clusters and various competencies, making convenient the usage of the model. The author applied the competency model with detailed weighted coefficients to the internal recruitment, performance assessment and training program of PBPE, and all of them are obtained good effects during last year, which proved that the model is effective and practicable. Meanwhile, the model has been positioned to next Five-Year’s company development strategy framework and spread to all levels of R&D engineers which provide the validity and feasibility. It provides the theoretical foundation for the automotive industry and related manufacturing engineer strategy research.