| Summary: | 碩士 === 國立政治大學 === 經營管理碩士學程(EMBA) === 103 === Since industrial transition from manufacturing into services, Taiwan has relied more on “competent person” than ever before. So, to effectively develop a personnel’s ability in order to accumulate “human capital” has become the critical assignment for organization and management in Taiwan enterprises. Competency is a kind of management model serving as the basis for capability and many scholars indicate that introducing Competency will be of great benefit to enterprises.
Past researches on ‘‘Competency’’ were focus more on case of competency model building, specified personnel competency study and competency application on individual human resource. However, Human Resource Management is a whole quality management system that integrates the functions of recruitment, utilization, training and retention. If Competency is only applied on single human resource activity, it will not bring synergy and value of human resource into full play. Therefore, this study hopes to have more comprehensive understanding on competency-oriented human resource management. Using case study, it provides the reference of competency model introduction and application to assist enterprise in establishing a strategic thinking and core architecture human resource management system to strengthen the management ability and competition.
The research reveals that competency applied to human resource activities such as recruitment, utilization, training and retention, can benefit both the organization and personally. At organization level, competency will provide the connection between organization core ability and personal capability development as well as build organization talent model and molds the corporate culture of core value. Whereas at personal level it will improve the human resource team and manager’s professional cultivation along with management maturity and provide the personnel blueprint of ability development. As for the way and step of competency introduction, it can be concluded 4 measures which are clarifying organization strategy and performing competency analysis; organizing competency items and developing competency model; educating and propagating to build a consensus; exercising competency to connect recruitment, utilization, training and retention.
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