以領導生命週期理論建構科技業人力資源管理職能之權重

管理大師Peter Drucker曾言：「企業成敗決定於管理人員的素質和績效表現」。本研究旨在探討領導生命週期理論中，科技業人力資源主管應具備的管理職能之權重，以文獻探討歸納人力資源主管應具備之管理職能，藉由專家群對管理職能進行修正式德爾菲法及層級分析法進行研究。資料分析顯示：管理職能權重排序為領導性(0.31) ＞人際性(0.30) ＞規劃性(0.22) ＞專業性(0.09) ＞概念性(0.08)；若是告知型領導，管理職能以溝通協調(0.12)最重要；推銷型領導以資源調配(0.13)最重要；參與型領導以工作指導(0.13)最重要；授權型領導以團隊建立(0.15)最重要。最後，研究者依權重排序規劃組織培育優良員工晉升成主管之教育訓練課程。

關鍵字

管理職能；領導生命週期理論；層級分析法

並列摘要

Management guru Peter Drucker once stated that the success of a business is determined by the quality and performance of its management personnel. The objective of this study was to study the leadership life cycle theory to develop weights for management competence to be possessed by human resources (HR) department supervisors working in the technology industry. To develop such weights, this study first conducted a literature review to generalize management competence to be possessed by HR department supervisors. Next, an expert group investigated management competence by using a modified Delphi method and adopting an analytic hierarchy process. Data analysis showed that management competence-related weights, listed in descending order, were leadership (0.312) ＞ interpersonal interaction (0.3) ＞ planning (0.220) ＞ professionalism (0.086) ＞ concept (0.082). Concerning the most important management competence for various types of leaderships, they are listed as follows: informed leadership, communication and coordination (0.118); marketing-based leadership, resource allocation (0.133); participation-oriented leadership, work instructions (0.125); and authorization-centric leadership, team building (0.147). On the basis of the weights, we planned education and training courses to help organizations develop outstanding employees into supervisors.