運用多元回饋評鑑建構策略性職能之研究-以台北金融大樓為例

Abstract

服務業是台灣未來因應二岸開放觀光後重視之產業，目前台灣的傳統及高科技產業不斷外移，台灣必須在科技及製造業以外的產業另謀發展，而服務業已是未來政府重視的產業。在國內千大企業已有63.24%著手進行職能建構的前提下，且職能模式的發展與運用日益興盛，企業已普遍認知職能運用是人才管理的第一步，如何運用並做整合性的人才管理規劃已是關鍵課題。職能模式在能力評估、訓練需求、訓練目標與人才發展、訓練成效確認或人才招募遴選上都提供了嚴謹的架構，讓人才管理真正展現其具體的成效。據此，本研究在符合個案公司的策略與組織文化的前提下，透過職能的確認與發展，使員工獲得更佳的工作績效，進而促進企業績效的達成。

本研究以台北金融大樓為例，其經營模式之獨特性及前曕性足為業界標竿且經營團隊來自多種專業領域及國家，因此打造一個共通且有效的溝通及合作平台顯得更為重要。本研究以多元回饋訮鑑方式建立適用於個案公司之職能模型及定義其職能項目，並依核心職能項目發展甄選量表，利用德菲法及多元回饋評鑑建構策略性職能之差異，祈能有效地為個案公司找到合適的人員，並減少因人員不適任所增加的組織成本，使個案公司除了追求財務構面的成長外，能藉由此研究之職能分析後補平差異，進而厚植管理深度，讓工作者的職能成為管理與企業發展的中心課題。Service industry will be an important industry for Taiwan after two straits open for tourism to each other. Currently, the traditional and high-tech industries are moving to abroad from Taiwan gradually, thus Taiwan has to develop other industries rather than these two, so the Service industry already becomes the future valued one by our government. There are 63.24% of the top thousand enterprises already under the premise of building the structural competencies and the model of competence is widely developed and used. Most of the enterprises know that the usage of competence is the first step of people management. And how to use and integrate the plan of people management is the key. The model of competence for ability evaluation, training, training target and people development, the result of training and recruitment are all provided the strict structures to ensure the result of people management. Therefore, this study is suitable for the premise of the strategy of the company and the culture of the organization; and through the acknowledgement and development of the competence, the employees could obtain better work result and achieve the targets of the company. This study is based on a company of Taipei Financial Building, its unique and upfront management style became the benchmark among all industries; also its management teams are from various profession and countries. Therefore, it’s very important to build up a platform of common and effective communication and cooperation. This study is based on a multisource feedback to build and apply the model of the competence for the company and define the item of the competence. Also, according to the evaluation form of the core competence, using the Delphi Method and the difference of multisource feedback of strategic competencies, effectively recruiting the suitable employee for the company and reducing the cost of unsuitable employee of the organization. In addition, by way of competence analysis of this study , not only helping the financial growth of the company, but also making up the difference of the finance and building up the profound management of the company and thus, let the competence of the employee become the core value of the management and business development.