臺灣工業團體（公會）秘書長職能基準建構研究

由於全球化競爭與知識經濟時代的來臨，帶來產業快速的變動；為因應全球化國際市場的新賽局，再加上我國強力推動「5+2產業創新」等重大政策，以致於加速帶動了相關產業的人才需求。許多先進國家透過建立產業職能或技能標準，作為暢通人力供需、發展人力資源管理的依據。職能基準之應用包括：人力規劃、招募甄選、訓練發展、績效管理與薪酬設計等方面，進而可提升企業組織的人力資本及競爭優勢。鑑於立法院修訂「產業創新條例」第18條、「職業訓練法」第4條之1，行政院爰於民103年決議：為落實產業人才培育與職能基準之建立，請勞動部積極研擬推動「職能發展與應用方案」，並要求「中央主管機關協調整合各中央目的事業主管機關積極建置產業職能基準及相關訓練課程」。然而推動至今，績效仍待考驗，亟需要企業自發性與政府配合，共同推動，方得以水到渠成。「公會」為產業的聚落，以協調同業關係，增進共同利益為宗旨，並負有協助產業轉型的義務。如何讓企業能自發性的配合國家政策，共同推動職能發展，「公會」就扮演了重要的角色，其中「公會秘書長」乙職，更居於關鍵性的地位。因此，本研究透過專家職能訪談及座談，建構「公會秘書長」之職能基準，進而產生羊群效應，不但有利企業本身，更可協助達成國家職能發展之政策目標。本文以嚴謹的研究方法，產出「公會秘書長」職能基準，包含：基準級別、入門水準（先備條件）、工作內涵（工作描述、主要職責、工作任務）及能力內涵（工作產出、行為指標、知識、技能、態度）等，希冀提供各公會秘書長、企業及政府相關部門參考運用。

關鍵字

職能；職能基準；專業職能；公會秘書長

並列摘要

Faced with new global competitive landscape and rapid change of industries resulting from the coming of knowledge economy, the demand for talents in Taiwan has been notably boosted on the back of such an important policy rollout as “Five plus Two Industrial Innovation”. Many developed countries worldwide have set up the standard for skills and competencies to better manage human resources. A sound competency standard can be applied to various fields including, but not limited to, human resources planning, recruiting, training, objective management, and compensation design, to allow a corporation to strengthen its human capital and competitive edge. Following the amendment of “Act for Industrial Innovation” and “Vocational Training Act”, the Executive Yuan passed a resolution in 2014 that requested the Department of Labor roll out “plan for competency development” and the governing authorities set up related training programs. So far the actual result still remains to be seen; however, what is certain is that a better result requires voluntary and close collaboration between corporations and the government. An trade association aims at coordinating its members to achieve better mutual benefits and takes on the mission of assisting in industrial transformation. Associations play an important role in encouraging corporations to voluntarily work with the government to promote competency development. “Secretary General” in an association, in particular, holds the most important key to that end. Therefore, this research aims to construct a sound competency standard for secretary general in trade associations by means of expert interviews and symposiums. This research is expected to trigger herd behavior across the board, which is believed to not only benefit corporations but also help achieve the country-level policy objective regarding competency. Based on a prudent approach, this research determines a series of key criteria to use in the competency standard including: level, prerequisite, job content (job description, duties, tasks) and competency connotation (work output, performance indicator, knowledge, skill, attitude). This research is expected to serve as a practical tool to help corporations, governments and secretary general in associations navigate competency-related issues.