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By [[author]]翁崇恩 and 翁崇恩


[[abstract]]Abstract This study aims to establish the assessment items of competency model. For consulting references and applying the questionnaire of Delphi technique, the dimensions and the importance of each assessment items has been demonstrated and analyzed by the researcher to arrive at a conclusion as offering a future reference resource in the effectiveness of the enterprise competency models. The “Delphi Technique Expert Questionnaires” were circulated to twelve professionals in Delphi Technique as being examined and revised in the three-round-survey for proposing the formal questionnaire. Thereafter, the statistical methods, such as mean, mode, and quartile were used to analyze the collected results of the formal questionnaires in this research. There are five dimensions of assessment items in competency model, which is “Recruiting and Selection”, “Training Development”, “Performance Appraisal”, “Career Development”, and “Human Resource Planning”, has been concluded by this research. Moreover, the conclusive analyzed results of these five dimensions were shown separately as below. First, on the dimension of “Recruiting and Selection”, there were three items, “the level of fit with a new employee’s ability and the requirement of the job”, “the flow rate of new employees within the first year”, “and the perpetuation rate of new employees on probation”, meeting the “very important” scale; besides, another two items meeting the “important” scale. Secondly, on the dimension of “Training Development”, “the tangibility of the evaluation of the goal of the training” met the “very important” scale; otherwise, another eleven items belonged to the “important” scale. Thirdly, on the dimension of “Performance Appraisal”, “the level of feedback about an employee’s performance from his/her superintendent” met the “very important” scale; in addition, seven other items belonged to the “important” scale. Fourthly, on the dimension of “Career Development”, there were two items, “The staff wants the duty which takes over to need ability it “to be clear about the degree”. The other one, “the ratio of that the company can assess potential employees”; four other items meeting the “important” scale. Fifthly, on the dimension of “Human Resource Planning”, the results shows one very important item, “the specificity of the work content design, which means whether the title and content of work can be matched or not”, was referred to the very important scale; five other items belonged to the “important” scale. Conclusively, this research reveals two directions for the future direction of the enterprises and the follow-up research. For the enterprises, the “very important” items should be first considered; additionally, quantitative and qualitative items should be correlated with an appropriated evaluation method. As for the follow-up research, the deep interviews should be held for pursuit of the actual reasons, and the more different backgrounds of Delphi technique experts should be invited to testify the accordance with the academic and piratical fields, yet a case study should be made to an individual company to establish appropriated assessment items and methods. Keywords:Competency 、Competency Model、Assessment Items、 Delphi Technique

Topics: 職能, 職能模式, 評鑑項目, 德懷術, Competency, Competency Model, Assessment Items, Delphi Technique, [[classification]]54
Year: 2010
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