企業導入職能模式關鍵成功因素之探討

The key success factors of importing and implementation of competency model

謝宗雍(Tsung-Shi Hsieh)

指導教授 ： 余鑑

國立臺灣師範大學/科技學院/工業科技教育學系/碩士(2004年)

摘要

中文摘要
本研究之目的在了解企業導入職能模式的關鍵成功因素，並根據研究結果提供實務界以及後續研究者具體結論與建議。藉由質化研究取徑中的多重個案研究來探討六家個案公司導入職能模式的關鍵成功因素，並透過個案訪談的方式，收集、整理、分析、與討論各個案公司資料，歸納出本研究結果。
本研究結論依二階段的導入過程分出13項關鍵成功因素：
一、引介職能模式階段
(1)清楚考量導入之目的及效益
(2)緊密貼近組織特性及需求而設計職能模式
(3)連結組織策略，考量應用的邏輯關係
(4)多方蒐集調查職能項目
(5)訂定層級區分可衡量的行為定義及指標
(6)依內部要求及資源，選擇職能模式建構方法
(7)預見並解決導入的困難，漸進、階段式導入
二、實施職能模式階段
(1)充份運用各種行銷、訓練手法推動職能
(2)依組織目標循序擴大職能應用範圍
(3)組織內、外優勢促進職能模式導入
(4)選擇合適職能模式供應商
(5)高階主管全力支持並善盡應負之職責
(6)優秀人資人員，全力推動職能模式導入

關鍵字

職能 ； 職能模式 ； 導入職能模式 ； 關鍵成功因素

並列摘要

ABSTRACT
The purposes of this study were to explore the key success factors of importing and implementation of competency model(CM) for enterprises and to provide the concrete suggestions to practitioners and further studies. The qualitative research approach of multiple case studies was conducted to gather information from six cases. The main findings of this study were listed as follow.
The conclusion was divided into two phases and thirteen key success factors.
Phase I: The Importing stage of CM.
(1)Considered the objectives and benefits of implementation clearly.
(2)Aligned with the organizational characteristics and demands to design CM.
(3)Aligned with organizational strategies and considered the logical connection of application of CM with HR functions.
(4)Collected and surveyed the competency items broadly.
(5)Set up level-differential and measurable definition and indicator of behavior.
(6)Selected the way of constructive methods of CM in accordance with the internal demand and resource.
(7)Foresaw and solved the expected difficulties, and implemented the CM step by step.
Phase II: The Implementation stage of CM.
(1)To make good use of various ways of salesmanship and training to promote CM.
(2)Aligned with the objectives of organization to expand the application area of competency gradually.
(3)Facilitated the implementation of competency model by the internal and external strengths of organization.
(4)Choosed the suitable vandors for CM.
(5)Supported fully and took the responsibilities of implementation of CM by the high-level managers.
(6)Promoted CM entirely by the outstanding HR staffs.

並列關鍵字

competency ； competency model ； implementation of competency model ； key success factor