Research On Competence Evaluation And Improving Countermeasures Of Project Managers In Pixel Company

In recent years,under the constantly changing macro environment,China’s non-standard automation enterprises are still developing rapidly.In the face of the complex and uncertain needs of customers,the increasingly competitive market and its characteristics of great difficulty in development,delivery and low reproducibility,non-standard automation enterprises increasingly need project management talents to cope with changes to meet the special requirements of customers or projects and achieve project objectives.The project manager is indispensable in the enterprise project management,is a very important management position in the project management system,undertakes important responsibilities,and has a significant impact on the success or failure of a project.However,most of Pixel’s project managers have problems such as insufficient understanding of the key technologies and business processes of the company’s products,inadequate communication of customer needs,lack of sense of responsibility,lack of industry management experience,high turnover rate,and lack of ladder type promotion and training mechanism in the organization,which have affected the smooth development of Pixel’s projects to varying degrees.Therefore,this thesis takes project manager of Pixel as the research object,and improves the competency level of Pixel project manager through competency model theory.First of all,through consulting journals,reports,books and other documents,in-depth study and summary of the research results of domestic and foreign scholars on competency related theories,and using competency model,31 Pixel project manager competency characteristics were initially known.Secondly,it summarizes the current situation and existing problems of Pixel’s project manager competency management.Through interviews,it analyzes and supplements four options of Pixel’s project manager competency characteristics from three dimensions of the company’s leadership,partners and project managers,and designs a questionnaire based on these 35 indicators.Using factor analysis method,descriptive statistical analysis,exploratory factor analysis and reliability analysis were carried out on the questionnaire data with the help of SPSS v25,and confirmatory factor analysis was carried out in combination with Amos v24.A project manager competency evaluation index system of Pixel Company was constructed,including 29 indicators in five dimensions of knowledge,professional quality,achievement motivation,ability and personal characteristics.Then,using the analytic hierarchy process to determine the weight of each evaluation index of Pixel’s project manager competency,and carrying out consistency test and importance ranking,the competency evaluation model of project manager for Pixel company is established.Furthermore,colleagues from different product departments are invited as scoring experts to evaluate the competency level of in-service project managers by combining questionnaire survey with Likert’s five point scale.Finally,analyze the evaluation results of each scoring expert,and provide the competency improvement countermeasures from the enterprise and individual levels for the competency weaknesses of Pixel’s in-service project managers.As the research results of this thesis is shown,it provides a reference for improving the management of project managers of Pixel Company,for upstream enterprises such as LYG and downstream enterprises such as ZY Electrician in managing project managers,and for colleges and universities to dynamically adjust the training plan of the students’ competency.At the same time,it provides a ruler for project managers engaged in non-standard automation industry to measure their competency level and make improvements,so as to have better career development and create profits for the enterprise.