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A Study on the Model of Managers’ Tacit Knowledge Based on Personnel Measurement

Author: HeFei
Tutor: ZhouXiaoDong
School: Nanhua University
Course: Business management
Keywords: Supervisor Implicit knowledge Knowledge structure
CLC: F224
Type: Master's thesis
Year: 2011
Downloads: 82
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Abstract


As human society from an industrial era into the era of knowledge economy, knowledge management as the core of enterprise management and development strategy has become the consensus theory and corporate management community, enterprise sustainable competitive advantage and the discovery and application of the implicit knowledge become hot spots. As well-known management expert Peter Drucker (1993) pointed out that knowledge has become the key economic resources, and is the dominant source of competitive advantage, and may even be the sole source. Individual implicit knowledge is a complex, difficult to explain in words, the monopoly of knowledge in the form of, whether individuals or groups, organizations, implicit knowledge undoubtedly have great significance. Since the concept of competency, competency to become the focal point of the world. Competency outstanding performance with the performance of the general who distinguished individual potential, deep-seated characteristics. Managers as the backbone enterprises and other organizations, is the key to influence organizational performance, knowledge of the structure of its evaluation of the quality of talent summarize their competency. Managers evaluation of the quality of talent knowledge structures are usually obtained in the work and study and practice, with the implicit knowledge is difficult to perceive and difficult to express, so managers implicit knowledge of the quality of talent evaluation structure is of great significance. Today is mostly concentrated in the organization and performance, while fewer managers in talent assessment study of implicit knowledge structure. Implicit knowledge structure model to study how specific tasks based on the individual role and evaluation of personnel managers who are the main content of this study. The attention devoted to the historical background in human resources, articles, select representative important task as the object of study of the role of business managers and talent assessment. Combined managers actual task status based on previous literature assumed and verified, the main use of the method has been read, the Delphi method and SPSS, AMOS statistical analysis tools. This article obtained through questionnaires and Delphi interviews with managers of various factors in the evaluation of the quality of talent indicators, combined with small samples using SPSS16.0 software factor analysis of deletion processing and managers and principal component analysis summarizes implicit the four dimensions of the knowledge structure; then by a factor remaining after the deletion of a large sample to use AMOS17.0 confirmatory factor analysis and regression analysis, which verifies managers Implicit knowledge structure dimension and each dimension the effect of promoting the role of managers to recognize talent; then the managers Implicit knowledge structure differences in the different aspects of using T-test analysis. According to the analysis of this study, the following conclusions: (1) According to the factor analysis, we draw: managers evaluation of the quality of talent within the hidden knowledge structure by self-cognitive dimensions, skills dimension, the dimension of personal traits and interpersonal dimension four The terms of the composition of rationality. Regression analysis, to recognize talent and results show that the four dimensions of the structure of managers evaluation of quality of talent implicit knowledge to be able to explain 38.2% of the variance. (2) In accordance with the analytic hierarchy can be drawn from the matrix has satisfactory consistency. It can be seen that the proportion of interpersonal dimension, self-perception dimension, trait dimensions and skills dimension, respectively, 26%, 18%, 20%, 36% is reasonable. Several dimensions of managers when the evaluation of talent plays an important role, managers should strengthen aspects of learning and accumulation, to achieve better results in the talent evaluation. (3) The managers of the implicit knowledge structure differences in general and part dimensions. The purpose of this paper model is obtained within a reasonable managers implicit knowledge structure to effective consideration of the quality of talent. This study Implicit knowledge structure model validation, managers, guidance and reference value; managers implicit knowledge structure also has a very important significance for managers to determine the direction of learning and culture.

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CLC: > Economic > Economic planning and management > Economic calculation, economic and mathematical methods > Economic and mathematical methods
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