The Research On Building A Competence Model Of Technical Employees

With the changes in the composition of the national economic aggregate,the market demand pattern of special vehicles will also change,the corresponding national laws and regulations are also being plumaged with the purpose of promoting the development of the special vehicle industry to make the vehicles more efficient,environmentally friendly,energy-saving and safer.Transformation and upgrading and high-quality development have become the main theme of the market.Special vehicle enterprises must depend on the acceleration of intelligent interconnection and dare to lead the trend and invest in new products' researches and developments if they want to maintain the leading position in this field.Technical talents as major player in the special vehicle industry,can give full play to itsability and strengthen the competitivenness of enterprises with the promotion of competence.During the transition period,the traditional human resource management can't satisty the special vehicle industry,competency model as a new assistant tool of human resource management,can provides a new method for the innovation and development of human resource management in the new era.Nowadays,human resource management based on competence is very important to enhance the competitiveness of enterprises,and it is an important support for them to occupy the core competitiveness.The competence model is constructed to further improve the performance of technical personnel and optimize human resource management through scientific analysis and research on the factors that lead to the high-quality and high performance of excellent technical personnel.In this paper,the author builds up the technical personnel competence model combined with the special automobile industry development trend,using technical personnel of Special Purpose Motor Vehicle Company A(hereinafter referred to as company A)as the research object,through the literature material,the competence and competence model construction has carried on the induction summary of important theories.Combined with current situation,a combination of a variety of ways,including literature analysis,the expert group behavioral event interview method and the combination of questionnaire and to extract of technical personnel competence characteristics factor,through factor analysis,building up technical personnel competence model.The model consists of 4 main factors and 24 secondary competence factors,among which self-management,innovatively learning,collaborating professionally,and thinking execution are the main factors(level 1 factor);There are 24 competencies secondary factors,such as compressive ability,time management,accepting new knowledge,learning new skills,innovation ability,team communication,emotional expression skills,attention to details,fixing problems,and et cetera.At the end of the article,combined with the technical personnel competence model built in this article,the author explained the application of human resource management in company A from the standpoint of competency,such as recruitment selection,managing for performance,career planning of employees,and et cetera.Provide a thought to the model's practical application.Match the development of the enterprise,it can provide sufficient reserve of talents for the long-term development of company,and also provide a certain reference for the human resource management of the same industry or related industries.Through the establishment of the technical personnel competence model,this study helps A company clearly understand the requirements of technical personnel,provides decision-making rules for the company in recruitment,performance appraisal,and other aspects of technical personnel,and promotes the standardization of A company's personnel identification and employment.However,due to the differences in their work contents,departments,and evaluators,there is no guarantee the same standard can be applied to everyone,at the same time,it is difficult to determine whether the respondents were influenced by others,whether they discussed with others or whether they filled in the questionnaire arbitrarily,therefore,there are very likely to be some errors in the data,which will affect the overall result.