| dc.description.abstract | Recently the concepts, such as “organizational reengineering”, “organizational redesign”, and “learning organization”, are popular in the business field. These concepts have indirectly proved that a competent individual is more likely to be hired by an organization. Competency model is a strategic management tool that emphasizes individual competence, not educational level. The purpose of the model is to identify what are the critical abilities and attributes making individuals perform well on their jobs, and to help organizations understand how to make plans to improve their employees’ performances.
The purpose of this thesis research is to build up a management competence model and design a computer-based 360°assessment system in a private firm. By reviewing relative literature, working on a focus group activity, and interviewing high-level managers in the Z company, a management competence model is built. The model includes “Leadership”, “Innovation”, “Prompt reaction”, “Emotional management”, “Communication” and “Customer orientation” six major competencies. Each competency is also divided into four to six layers reflecting to different levels of managers’ ability.
The thesis study also developed a management competency assessment tool. This tool uses 360-feedback method to assess managers’ competencies. Results of assessment can be use to compare against pre-designated working objectives in terms of a manager’s positions or departments. Based on results of comparisons, we can understand the current level of a manager’s competence. The tool is implemented in the Z company’s intranet environment. By implementing the system in the Intranet environment, the company can lower the cost and reduce the time while executing the 360-feedback assessment. | en_US |