科技組織人力資源核心競爭力之模糊評判

Fuzzy Assessment of Core Competency for Human Resources in a Representative Technological Organization

10.6226/NTURM2008.18.2.105

張吉成(Chi-Cheng Chang)

核心競爭力 ； 多維度評核 ； 模糊評判 ； general core competency ； multi-dimensional appraisal ； fuzzy assessment

臺大管理論叢

18卷2期（2008 / 06 / 01）

105 - 132

繁體中文

本研究旨在以台灣一家跨國數位科技公司為例，進行人力資源共通核心競爭能力之內部評核，以及採模糊評判技術實施外部評核，以評定該企業在市場的位置。研究採用文獻分析、焦點團體法、個案研究、模糊評判等方法進行。內部評核採用自編之多維度評核問卷為研究工具，實施員工、主管、部屬、同儕等之線上自評與他評。57位員工問卷分析之結果，作為凝聚組織向心力、改善團隊運作效能、以及發展員工協助方案之重要參考。外部評核之實施，配合專家訂定指標權重值進行模糊評判運算。最後獲得綜合評價進而判定該企業人力資源競爭力在該產業中之市場位置，俾作為企業經營之參考。

The purpose of this study was to perform an internal assessment of general core competency in an international technological organization, using a digital technological company in Taiwan as a case study. The fuzzy assessment technique was used to assess external assessment of the company in market position. The research method used include: literature analysis, focus group, case study, and the fuzzy assessment. The key points regarding internal assessment that will be addressed include: Dissecting the case study in order to evaluate its system of assessing the core competency and performance of its employees, and developing a multi-purpose on-line questionnaire as a tool for evaluating. The desired outcome of internal assessment is improvement of a team's operational efficiency and effectiveness, through the development of an assistance program for employees. The second step of external assessment was performed through the application of the fuzzy assessment technique. And addressed the weight of assessment indicators with the external experts, and then performed the operation of fuzzy assessment. Acquiring the synthetic appraisal on general core competency of human resource finally and further deciding the market position of the competition for human resource for reference.

1. 林文政、鄧國宏、劉麗華(2006)。影響銀行主管管理職能評鑑認知因素的探索研究。中山管理評論，14(3)，713-750。
   連結：
2. Accreditation policy and procedure manual-Effective for evaluations during the 2006-2007 accreditation cycle
3. AICPA core competency framework for entry into the accounting profession (framework)
4. ASTD Competency study
5. Bacal, R.(2004).Manager`s guide to performance reviews.New York, NY:McGraw-Hill.
6. Bergenhenegouwen, G. J.,Ten Horn, H. F. K.,Mooijman, E. A. M.(1996).Competence development-A challenge for HRM professionals: Core competences of organizations as guidelines for the development of employees.Journal of European Industrial Training,20(9),29-35.
7. Competency-based education-Neither a panacea nor a pariah
8. Clutterbuck, D.(2001).Mentoring and coaching at the top.Financial Times,8,14-15.
9. Crossan, M.,Guatto, T.(1996).Organizational learning research profile.Journal of Organizational Change Management,9(1),107-112.
10. Draganidis, F.,Mentzas, G.(2006).Competency based management: A review of systems and approaches.Information Management & Computer Security,14(1),51-64.
11. Friedlob, G. T.,Schleifer, L. F.(1999).Fuzzy logic: Application for audit risk and uncertainty.Managerial Auditing Journal,14(3),12-13.
12. George, D.,Mallery, P.(2003).SPSS for windows step by step: A simple guide and reference.Boston, MA:Allyn and Bacon.
13. Jackson, S. E.,Schuler, R. S.(2003).Managing human resources-Through strategic partnerships.Cincinnati, Ohio:South-Western.
14. Johnson, J. W.(2001).The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance.Journal of Applied Psychology,86(5),984-996.
15. Klir, G. J.,Harmanec, D.(1996).Generalized information theory.Journal of Kybernetes,25(7/8),50-67.
16. Mirabile, R. J.(1997).Everything you wanted to know about competency modeling.Training & Development,51(8),73-77.
17. 360° performance evaluation
18. Saaty, T. L.(1977).A scaling method for priorities in hierarchical structure.Journal of Mathematical Psychology,15(3),234-281.
19. Saaty, T. L.(1980).The analytic hierarchy process.New York, NY:McGrawHill.
20. Saaty, T. L.(1987).Risk-Its priority and probability: The analytic hierarchy process.Risk Analysis,7(2),159-172.
21. Developing leadership and management competencies
22. Spencer, L. M.,Spencer, S. M.(1993).Competence at work.New York, NY:John Wiley & Sons, Inc..
23. Stewart, D. S.,Shamdasani, P. N.(1990).Focus groups: Theory and practice.Newbury Park, CA:Sage.
24. Williams, C.(2006).Effective management.New Jersey, NJ:Thomson South-Western.
25. 360 degree feedback: Mistakes managers make and how to avoid them
26. 模糊綜合結平價技術
27. 何新貴(1998)。模糊知識處理的理論與技術。中國北京:國防工業出版社。
28. 吳智鴻(2006)。管理數學之應用：層級分析法(AHP)之原理應用與軟體開發。專題演講稿。
29. 李隆盛(2003)。工程及技術學院學的核心能力。技術及職業教育雙月刊，74，2-8。
30. 常昭鳴(2006)。討論稿。才庫人力資源事業群。
31. 許士軍(2004)。洞悉84則管理新語。台北:天下文化。
32. 陳聰勝、洪榮昭、吳局振(1998)。技術及職業教育學報。台北:國立台灣師範教育大學。
33. 具備核心能力的人不會被淘汰
34. 楊朝安(2006)。人力派遣。台北:才庫人力資源事業群。
35. 職業訓練網－共民共通核心競爭能力課程
36. 顔月珠(1996)。商用統計學。台北:三民書局。

1. 謝龍發、劉泳倫、石君穗(2013)。以模糊 AHP 建構原住民部落發展觀光核心競爭力評價指標。臺灣企業績效學刊，7(1)，41-63。
2. (2010)。技職教育職業證照化發展之反思。教育資料與研究，93，15-30。