| Summary: | 碩士 === 國立臺灣師範大學 === 工業科技教育研究所 === 87 === The purpose of this study was aimed at identifying the meaning, components, dimensions and types of corporate core competencies. In addition, the framework of human resource strategies for managing corporate core competencies was also proposed.
To fulfill the research purpose, methods of case study and documents analysis were adopted. Collected data were used to compare the relationships between types of core competencies and managiement strategies in human resource. Several conclusions were drawn from the research findings.
The conclusions of this study were listed as followings:
I.The types and dimensions of core competencies
The types of core competencies have something to do with the dimensions of them. Market-access, integrity-related and functionality-related competencies are the three major types of core competencies. The dimensions of core competencies are skill, knowledge, and technology, physical technical systems, managerial systems, as well as values and norms.
II.The human resource strategies for manaing core competencies
i. Acquiring the core competencies
Recruitment strategy and compatible salaries are used to attract highly capable engineers. Orientation training, job rotation, and OJT are also used to cultivate employees’ competencies.
ii. Upgrading the core competencies
Learning network, developing employees’ competencies are emphasized. Merit pay plans, profit-sharing plans, recruiting external consultants are used to advance the corporate core competencies.
iii. Protecting core competencies
Performance appraisal interview, critical incident index etc. and performance appraisal strategies are emphasized to fulfill business strategies. Salary and compensation policy as well as career development programs are used to prevent the obsolescence of the core competencies.
III.The human resource strategies for different types of core competencies
i. Market-access competencies
Recruitment strategy is used to acquire, upgrade and protect the market-access competencies and to approach the customers.
ii. Integrity-related competencies
The corporations with integrity-related competencies will focus more on cultivating employees’ competencies. Meanwhile, performance appraisal strategies are used to protect the core competencies of this category.
iii. Functionality-related competencies
Recruitment strategy and compatible pays are used to attract professionals. Training, reward plans and recruiting strategies are used to upgrading the competencies. Performance appraisal interview, critical incident index etc. and performance appraisal strategies are emphasized to protect core competencies. Salary and compensation policy is used to prevent the obsolescence competencies.
|
|---|
