高校教务办人员作为高校的管理层，兼顾服务性质，高校教务办人员的胜任力情况直接影响着教务办人员的办事效率，进一步影响到高校的整体发展，扩展到整个教育行业的发展。自 20 世纪 90 年代初从计划经济向市场民主过渡以来，蒙古扩大了高等教育体系， 扩大了私营部门对高等教育体系的参与。在蒙古国，除了高等教育机构的教师和教育工作者外，负责内部事务的办公室工作人员隶属于“教务办”。目前，蒙古国的高等院校的教务办根据各自的学校活动、范围、人力资源和学者等因素，具有各不相同的岗位名称。例如： 教务办主任、教务办技术人员、办公室主任、办公室经理、教育组织者、教育助理等等。对于大学院校来说，其“教务办”起着核心部门。现今时代，研究和分析，承担创造新知识并以将其授予他人的路径培养高水平专业技术人员义务的大学和高等院校教务办工作人员和主任的胜任力水平是非常重要的。这样能够让教务处和高校之间的结合性更加稳固， 增加工作岗位的创造性，对于大学生和学者们所掌握知识和信息具有重要作用。就目前来讲，在蒙古国有关教务处的胜任力的研究特别少。因此在这方面提供广泛的概念，为学生提供优质教育方面教务处在哪些方面具有不足之处，如何纠正，提高教务处工作人员的胜任力问题是蒙古国教育系统最为紧迫的问题之一。

本文以蒙古国为例，研究高校教务办人员的胜任力情况。在介绍相关背景、概念和前人研究成果的基础上，本文通过问卷调查的形式，在蒙古国的公立学校和私立学校进行了关于高校教务办人员胜任力情况的调查，从学生、教务办人员以及其他部门三个方面进行问卷调查，以了解蒙古国高校教务办人员胜任力的实际情况，找出存在的问题，并提出相应的解决建议。与此同时，还对于教务办人员的胜任力情况进行了相应的思考，分析了高绩效与人员胜任力、人员数量、工资待遇以及职业奉献直接的关系，希望通过研究高等教育机构的教务办人员的胜任力水平并探寻其解决方案，使得员工的胜任力增加，对其所属高等院校的发展带来积极影响和正能量。

          As the management of colleges and universities, the educational affairs office personnel take into account the nature of service. The competence of the educational affairs office personnel directly affects the efficiency of the educational affairs office personnel, further affects the overall development of colleges and universities, and extends to the development of the entire education industry. Since the transition from a planned economy to a market democracy in the early 1990s, Mongolia has expanded its higher education system and expanded private sector participation in it. In Mongolia, in addition to teachers and educators in higher education institutions, the office staff responsible for internal affairs are subordinate to the educational affairs office. At present, the educational administration offices of Mongolian institutions of higher learning have different job titles according to their respective school activities, scope, human resources and scholars. For example: director of educational affairs office, technical staff of educational affairs office, director of office, office manager, educational organizer, educational assistant and so on. For universities and colleges, their "academic affairs office" plays a core role. In this day and age, it is important to study and analyze the level of competence of academic staff and directors in universities and colleges who undertake the responsibility of creating new knowledge and training highly skilled professionals in the way it is given to others. In this way, the combination between the academic affairs office and the university will be more stable, and the creativity of the job will be increased, which plays an important role in the knowledge and information that the university students and scholars have mastered. At present, there is little research on the competence of academic affairs office in Mongolia. Therefore, it is one of the most urgent problems in the Mongolian education system to provide a broad concept in this aspect, to provide students with quality education, to find out the deficiencies of the academic affairs office, to correct them, and to improve the competence of the staff of the academic affairs office.

       This paper takes Mongolia as an example to study the competence of academic affairs office staff in colleges and universities. Introduces the background, concepts, and on the basis of predecessors' research achievements, this article through the questionnaire survey form, public schools and private schools in Mongolia on the competence of college educational administration office personnel, from students, academic affairs office staff and other department study was conducted in three aspects, in order to understand the actual situation of Mongolia university academic affairs office personnel competence, find out the existing problems, and puts forward corresponding Suggestions. At the same time, also for the academic affairs office personnel competence situation to carry on the corresponding thinking, analyzes the number of high performance and competency, personnel, wages and direct relationship to the professional dedication, I hope through the study of educational institutions of higher education office personnel's competence level and explore its solution, increase the employee's competency, positive impact on the development of its affiliated institutions of higher learning and positive energy.