Research On Evaluation And Promotion Strategy Of Post Competency Of Grassroots Managers In S Construction Company

Against the backdrop of accelerated urbanisation in the country,the number of construction projects in China has shown rapid growth,prompting the country’s construction enterprises to grow year after year.From the data at the end of 2020,there were more than 110,000 construction enterprises carrying out construction activities in the country,with a year-on-year growth of 12.43% in large bags and 53.66 million employees.This also brings severe competition for construction enterprises,which has intensified the survival and development situation of domestic construction enterprises.In the current context of promoting the development of China’s economic globalization,China’s construction enterprises how to achieve innovation and transformation of development has become the primary issue at present.Construction enterprise grass-roots managers as grass-roots management personnel,become an important force to promote the sustainable development of construction enterprises,is an important factor to promote construction enterprises to gain a competitive advantage.At present,there are a large number of small and medium-sized construction enterprises in China,and not enough attention is paid to the competency of grass-roots managers,resulting in many small and medium-sized construction enterprises in the development process of grass-roots managers are not given a high degree of attention.This not only affects the construction quality of the construction enterprise project,but also has a negative impact on the core competitive advantage of the construction enterprise itself.Therefore,it is of great value to study the competency of grassroots managers in construction enterprises,which helps to provide construction enterprises with a reference basis for the selection and training of grassroots managers,enhance the core competitiveness of construction enterprises and ensure the stable and sustainable development of the construction industry.The grassroots managers of S Construction Company are mainly selected by means of business ability and performance assessment,and there is no assessment of the comprehensive ability of grassroots managers such as communication,coordination ability and team management ability,and the lack of assessment dimensions causes some excellent grassroots managers to be unselected and human resources fail to give full play to their role.Therefore,it is important to construct a competency model for grassroots managers in S construction company.The article firstly summarizes and analyzes the current research results of grassroots managers and job competency,explains the basic concepts of grassroots managers and job competency,and introduces the theoretical bases such as man-job matching theory and competency model.It also analyzes the basic situation and human resource structure of S construction company,clarifies the scope of grassroots managers in S construction company,clearly defines grassroots managers after analyzing the current situation of grassroots managers in S construction company,applies the methods of collecting interviews of major behavioral events,organizing expert data,and sampling samples of grassroots managers to initially set up the competency model of grassroots managers,and create a survey questionnaire.Then,using SPSS18.0 statistical analysis software,the reliability and validity of the recovered questionnaires were examined,and the competency model of the grassroots managers was determined after factor analysis,and the behavioral scale corresponding to the dimensions was interpreted and compiled.The arithmetic example of calculating weights using hierarchical analysis(AHP)was used to distinguish the importance of grassroots managers in each dimension.Finally,from four aspects of talent recruitment,talent training,talent assessment,and talent motivation,we propose strategies to improve the job competency of grassroots managers based on the job competency model,and propose safeguards to improve the competency of grassroots managers.It is hoped that the research in this paper provides a theoretical basis and practical experience for the recruitment,selection and training of grassroots managers in S construction company,and also provides a reference for the construction of job competency models for grassroots managers in other small and medium-sized construction enterprises in China.