人才一直是企業最重要的資產，也是企業能否持續成長的重要關鍵，在全球趨勢變化快速且複雜的環境下，產業競爭激烈，企業內部人才能力的培育就更趨重要。然而，要培養什麼能力才能對員工本身的工作有幫助又能符合企業成長所需，達成企業未來發展目標? 本研究為質性研究，運用勞動部勞動力發展署的職能基準架構，分析製造工作流程中的各項生產工作任務、工作產出、行為指標及能力內涵（知識及技能）透過職能訪談發展個案公司製造生產人員的專業職能，再將專業職能內涵利用主管專家會議討論，建立符合個案公司實務需求的學習地圖。 本研究發現，運用職能基準產出的專業職能及發展的學習地圖，可以： 1、扣緊工作任務及員工能力，是最能直接提升生產人員能力的訓練規劃方法。2、提供員工學習發展路徑，透過有系統及分層次學習，提升員工核心專業技能，有助於內部橫向職涯發展。3、利用這次職能基準分析工作作業流程，將原有的內隱知識，以文字的方式轉換成能被理解的外顯知識，有助於企業內部知識管理建立。依據本研究發現，未來可建構其他關鍵核心職能學習地圖之參考及人力資源相關發展運用。 ;Talent has always been the most important asset of an enterprise, and it is also an important key to whether an enterprise can continue to grow. In a rapidly changing and complex environment of global trends, industry competition is fierce, and the cultivation of internal talents in an enterprise becomes more important. However, what kind of person can meet the future needs of the company? Achieve corporate goals? This case study is qualitative research，using the Occupational Competency Standard-OCS to develop the professional knowledge and skills of the manufacturing personnel．Through manufacturing process flows analysis and competent experts, confirm the professional knowledge and ability of the task, and then develop it into the required learning map. This study found that professional performance evaluated by OCS following conclusions: 1.A training method that closely connects work tasks and employee abilities, and can directly improve the abilities of production personnel. 2.Provide employees with learning and development paths, and improve employees′ core professional skills through systematic and hierarchical learning, which is conducive to internal horizontal career development. 3.The implicit knowledge can be converted into words and can be understood, which is helpful for the establishment of enterprise internal knowledge management. This study found that it can constitute a reference for other core work learning maps and related development applications of human resources.
