The study of HRM on its effects and indicators based on competency

• Main Authors: Kuan-Lin Hu, 胡冠翎
• Other Authors: Tsan-Ying Lin
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/49299875804847204011

碩士 === 中國文化大學 === 勞工關係學系碩士班 === 98 === The enterprises cultivate talented persons, promote their competitiveness, and facilitate sustainable operation under the changing environment by adopting the function of HRM based on competency. However, what are the applying scopes and the effects of competency? Could the adoption of competency solve the problem they’re facing? Those are the purpose of this study, and further, establish the indicators of assessment. This study adopt in-depth interview of qualitative research methods. Semi-structured outline has been used to interview 10 enterprises that have being applied competency to explore and understand what the effects and indicators are. The final results are as follows: The main applications of competency in HRM used by the enterprises are recruitment and selection, training and development, and performance management, and the critical effects are as follows: 1. Recruitment and selection: Enhance the accuracy of selection, and promote fitness between positions and new employees. 2. Training and development: Design courses that needed, improve training quality, let the employees understand their weakness to reinforce, and enhance better performance. 3. Performance management: Response more concrete feedback of performance to employees, and raise accuracy of performance appraisal of work. The suggested indictors of HRM on their effects based on competency are as follows: successful rate of trial period, training costs, improvement of the number of proposals, the implementation rate of annual training, profit of per employee, percentage of employees making suggestions, retention rate, internal-hire probability, resignation costs, employee satisfaction, and the quantity and quality of proposals. Keywords：Competency、Competency model、Human resource management activities、Indicator