Competency-Performance Based Two-Dimensional Evaluation Of Engineering Designers

As China continues to deepen reform comprehensively,the competition in engineering design industry is becoming more and more intense.Design institutes are knowledge-intensive enterprises,which are characterized by strong professionalism of work and high level of staff knowledge.From the perspective of real enterprise operation,engineering design personnel play a pivotal role in the production and operation of design institutes.Talent evaluation is a key part of modern human resource management,an important support for the strategic transformation of design institutes,and also an important condition for design institutes to seek long-term competitive advantage.For design institutes,the only way to stand out from the fierce market competition is to select and hire the real talents.Taking engineering design personnel as the research object,this paper reviews the relevant theoretical literature on competency and performance evaluation at home and abroad,and explains the related concepts of engineering design personnel,talent evaluation,competency,grounded theory and performance evaluation,and introduces engineering design.Introducing a two-dimensional competency-performance evaluation of engineering designers brings a more comprehensive perspective to the talent evaluation of design institutes.Firstly,based on the relevant theoretical knowledge,literature and BEI interviews,the three-level coding technique of Zagan theory is used to code and analyze the data,and four core dimensions of competency and 15 competency elements of engineering design personnel are derived,and the validity of the 15 competency elements is verified through questionnaire surveys.The weight of indicators of the model is confirmed by using the weight factor judgment method,and the method of quantifying the indicators of the competency model is introduced.Secondly,through literature analysis method combined with experts’ opinions,4primary indicators and 18 secondary indicators of the performance evaluation model of engineering design personnel are derived,and 16 secondary indicators of performance evaluation are finally retained by eliminating invalid indicators through questionnaire survey,so as to construct the performance evaluation model of engineering design personnel,confirm the indicator weights of the performance evaluation model by using the weight factor judgment method,and introduce the methods of quantifying the indicators of the performance evaluation model.method.Then,according to the competency model and the performance evaluation model,the two-dimensional competency-performance evaluation of engineering design personnel is carried out,and the evaluation results are presented in the form of competency-performance nine-box grid to obtain nine evaluation categories,which are graded and given corresponding suggestions.Finally,10 people were randomly selected from the engineering design personnel of design institute A for the two-dimensional evaluation of competency-performance.The evaluating process is operable and the evaluation results are basically consistent with the daily performance of engineering design personnel,so the two-dimensional evaluation method of competency-performance in this paper is feasible and effective.Compared with the previous single-dimensional evaluation methods of design institutes,the evaluation results from this study are more differentiated for engineering design personnel,and can provide theoretical support and data support for talent evaluation and talent management of design institutes.The research results of this thesis are of great significance to both design institutes and engineering designers.For the design institute,the two-dimensional evaluation of engineering design personnel through competency-performance can be used to find out the matching degree of personnel and positions,so that timely and targeted communication and training can be conducted.In addition,design institutes can better understand their own human resources in the process of talent evaluation,so as to carry out sustainable talent ladder construction.At the same time,for engineering designers,scientific evaluation indexes play a guiding role for engineering designers to improve themselves,which can help engineering designers to clarify the gaps and efforts and take this as the direction of improvement.