| 摘要: | 本研究的目的是要建立個案公司之管理職能模型，期望透過本研究了解個案公司主管需要展現的職能構面與關鍵行為，建構甄選內部具潛力人才之評量標準，作為個案公司中長期人才發展之依據。
經由收集相關文獻、行為事例訪談，及實施問卷等方式，本研究確立職能構面、構面定義及相關的行為項目，以建立出個案公司主管之管理職能模型。此管理職能具有七個構面分別為：執行力、問題解決、溝通協調、壓力容忍、適變力、策略規劃、與自我發展。
藉由此模型之應用，可以了解各職級、或個別主管具有優勢與劣勢的管理職能構面為何，作為人力資源管理及教育訓練規劃、招募任用以及績效考核之參考。;The purpose of this thesis is to build up a management competency model for each management levels of the case company . It is hoped to find out the key competency
dimensions and related behavior for managers of the company . Besides, the potential talent evaluation standard is expected to be built as the reference for the case company in mid- and long-term talent development.
By collecting and analysis of related literature, developing behavior event interview with high-level managers , and testing by questionnaires, this research establishes the competency dimensions, definitions of each dimensions, and the behaviors for the management competency models of the case company.The model includes seven major competencies, which are “Execution ”, “Problem Solving “, “Communication”, “Stress
Management ”, ” Adapting to change”, ”Strategical Thinking”, and “Self Development ”.
By applying the competency models, we can understand the current status of a manager’s competency , furthermore, it can be implemented in human resource management ,
such Training and Development, Recruitment, and Performance Management. |
