企业核心职能发展与应用

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1、企業核心職能發展與應用102/20/992為何要研究職能並加以應用？將企業文化、經營理念、政策等價值觀融入經營管理機能應用職能提升HR在人力資本的管理品質將企業文化融入組織成員（醞釀、培養與成長）建立企業內部人力管理一致管理標準2統一超商的企業文化延續統一的經營哲學誠實、苦幹、追求卓越重視商品、服務、衛生、清潔重視組織和諧與倫理品德操守第一、績效次之重視基層管理與業務經歷的養成重視團體績效重視人才培育中國式的管理模式3知識管理-知識的迴旋(SpiralofKnowledge)隱性知識企業文化、信念價值文獻、故事核心職能制度應用社會化表達整合內化40

2、2/20/993報告綱要：職能的意義職能的發展方法（Spencer’smodel）職能的應用甄選面談人才庫管理502/20/994DefinitionofaCompetencyIsanunderlyingcharacteristicofanindividualthatiscausallyrelatedtocriterion-referencedeffectiveand/orsuperiorperformanceinajoborsituation.Underlyingcharacteristicmeanscompetencyisafairlydeep

3、andenduringpartofaperson’spersonalityandcanpredictbehaviorinawidevarietyofsituationandjobtasks.Causallyrelatedmeansthatacompetencycausesorpredictsbehaviorandperformance.Criterion-referencedmeansthatthecompetencyactuallypredictswhodoessomethingwellorpoorly.LyleM.Spencer,Jr.Comp

4、etenceatwork(1983),JohnWiley&Sons,Inc.NYUSA602/20/996Underlyingcharacteristicofanindividual’scompetencyTrait,MotiveSelf-Concept,attitudes,valueCertificationWorkexperienceManagerialskill高低觀察與定義的容易程度IcebergModelConsultingModel7CausalRelationshipsCompetenciesalwaysincludeanintent

5、motiveortraitforcewhichcauseactiontowardanoutcomee.g.knowledgeandskillcompetenciesinvariablyincludeamotive,traitorself-conceptwhichprovidesthedriveorpushfortheknowledgeorskilltobeused.Behaviorwithoutintentdoesn’tdefineacompetencye.g.managementbywalkingaroundCausalflowmodelcanb

6、eusedtodobehavioralanalysis8CausalflowmodelIntentActionOutcomePersonalCharacteristicsBehaviorJobPerformance成就動機品質不斷改善持續改善-增加收益高目標設定不斷提升效率9CriterionReferenceAcharacteristicorcredentialthatmakesnodifferenceinperformanceisnotacompetencyandshouldnotbeusedtoevaluatepeople.Thecriter

7、iamostfrequentlyusedincompetencystudiesare:SuperiorperformanceperformanceaboveaverageamongpeerEffectiveperformanceaboveminimallyacceptablelevelofwork10解釋名詞Behaviortheactionstakenbyanincumbenttoperformjobresponsibilitiessuccessfullyinaparticularsituationwritingreport,drivingatr

8、uck,leadingateammeeting…Motivationaspectsofworkthatmayleadtoj