| Summary: | 碩士 === 逢甲大學 === 經營管理碩士在職專班 === 96 === Facing global competition with increasing intense, more and more enterprises start to notice that human resource of high quality is the key to organization advantage. Nevertheless, creating human resource of high quality is not something within short reach. In this micro-profit era, enterprises are looking for human resource management to play the role as enterprise strategic partner. An investment truly focusing on human resource can bring positive effect on operation results and organization performance as well as create new value to the enterprise.
This research emphasizes on the recently fashionable topic of “competency” in Taiwan enterprises and “career development” which covers both organization development and personal development to cut in the scope of human resource development; it also utilizes the four aspects of BSC (Balanced Scorecard) as organization performance evaluation index to discuss the relationship between competency, career development and organization performance, hopefully to bring some help to academic and practical relevant research topics. This research emphasizes on topics of the relationship between competency, career development and organization performance, relationship between career development and competency and if the difference exists between how the person values his career development and organization execution. Research objects are employees in Taiwan enterprises. Questionnaire investigation method is used. Total 280 pieces of questionnaire were sending out while 218 pieces are effective. Amos 6.0 is utilized for confirmatory factor analysis to confirm the suitability of evaluation variables to the potential factors aspects mentioned in this research. SPSS 14.0 version is used for reliability testing. Typical relative analysis and matching samples testing to confirm the hypothesis inferred from this research.Results from this research all match its hypothesis: competency (core, functional, managerial competency) has remarkable positive relevance with organization performance; career development (occupation counsel, occupation information, occupation evaluation, training development) has remarkable positive relevance with organization performance; career development has remarkable positive relevance with competency; degree of a person values his career development has remarkable difference with organization execution degree. Last, this research proposes a suggestion according from the analysis result, hopefully to provide some use to the enterprise on the introduction of competency, career development through the interchange of academic research and enterprise application experience.
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