| 摘要: | 本研究以台灣第一家本土公司打破外商長期壟斷TFT-LCD光阻劑材料的先進企業為研究對象，想在經營環境複雜而且變遷快速的環境中永續經營，真正的決勝關鍵在於人才，而這些關鍵人才通常是指企業的高、中階管理階層，他們具有珍貴性（Value）、稀少性（Rare）、難以複製或模仿（Imperfectly replicable and imitable）的特質企業要如何才能找到這些關鍵人才呢？在特別重視創新與研發的現代，企業則必須依賴得以確保彈性與知識更新的「職能」系統來予以驗證。 「職能」(Competency)是一種以能力為基礎的管理模式，主要的目的在於找出並確認哪些是導致工作上卓越績效所需的能力及行為表現，以協助組織或個人了解如何提升其工作績效。本研究經由收集相關文獻歸納探討與個案公司主管的深度訪談，找出核心的專業職能並加以定義，所完成的中階主管職能構面與量表，是否適合個案公司中階主管的核心職能量表，進而作為未來個案公司針對基層主管實施招募遴選、培育發展與績效評估時來運用。 本研究以個案公司為母體，透過360度的回饋方式進行，包括自我評核、上司、同事、部屬評核共發出80份問卷，回收有效問卷80份，回收率為100%。再進行統計分析，其Alpha 值均大於0.70 以上，顯示各題目與其所屬構面之其他題目相關程度呈現不錯的水準。最後經由相關統計分析，檢驗出本量表與個案公司之中階主管的工作績效有顯著的影響，亦即顯示出本職能量表能夠區別普通績效與優秀績效間的關係。最後，本研究建議個案公司對於未來晉升或遴選中階主管時，可以採用本量表來做為客觀的評估標準。The study makes a breakthrough that the materials of color photo resist for TFT¬-LCD are monopolized by foreign enterprises for a long time, is the first of the local company in Taiwan. The key point is a talent. However, the enterprises face the complicated and fast change environment. The senior managers who are key persons have the talents in the company. They have the characteristics of the value, rare, and imperfectly replicable and imitable. How to find these distinguishing characteristics key persons, especially, the company is belong to high innovate and researching and developing? The competency system can be to test and verify. The framework of competency is a kind of management style that based on ability. The main purpose is going to find out and confirm which are to cause the ability and behavior, in order to, improve the organization or personal performance. This study first collected relevant literatures and conducted qualitative and in-depth interview with managers from this case company, so as to, find out and define the professional competency. Design and finish the competency form for managers. The purpose is able to be applied to recruit, select, develop, and performance implement by the case company in the future. The purpose of this study is to propose an assessment framework and describe how this framework can be applied by utilizing as a case of company. A 360- degree feedback was conducted to test the validity for this framework, including self-evaluation, managers, and colleagues. According to the ratio of effective survey feedback and proceeded with statistic analysis. The value of Alpha is more than 0.70 and the survey outcome shows that is related closely. The study outcome also shows great effect to distinguish between good and bad performance. Finally, this study provided assessment result for the case company to apply to these results, Thus, they can establish an objective criteria to promote and recruit the junior manager in the future. |
