| Summary: | 碩士 === 國立高雄師範大學 === 人力與知識管理研究所 === 101 === In recent years, the marvelous noun, Chief Knowledge Officer, is apparently always discussed by the academy and the enterprise. The single role from the origin department turns into the multi-role on the policy and the experts from the origin department changes into the informative service on the management. There are many factors for people to share willingly their own knowledge. On the one hand, they are required factors to have the personality, self-efficiency and the reward system.
The purpose of the study is to provide the practical field on accordance to the professional direction for discovering the competent frame to the Chief Knowledge Officers who have to hold the personality and the level of self-efficiency. Referred to the document discussion session, arrange the necessary roles for the Chief Knowledge Officers in which identify and conclude the level of competency, personality and self efficiency. Furthermore, provide afterwards the research goal for the role of the Chief Knowledge Officers on the competency and make the role of the competency, personality and the self-efficiency perfect. At the same time, the application of the 360-degree feedback on the administrative, staff members and the whole evolution themselves. The feedback will be given back to the Chief Knowledge Officers so as to realize the difference and the correspondence for the effect improvement and the reference of discipline development. Try to build the standards for the the Chief Knowledge Officers to cultivate the members and audition. In terms of the analysis to interview the five Chief Knowledge Officers working for the case company, using the combination of the qualitative and quantitative methods, the study was put towards the role that the Chief Knowledge Officer plays and further analyzes to produce the levels on competency, personality and self-efficiency.
The conclusion shows that the five Chief Knowledge Officers have the extravert personality and own the high self-efficiency. In accordance with the alternative analysis for the roles and competency, result in their own competent aspects and personalities. After the integration, divide into four roles, ten competencies and seven personalities.
Furthermore, to the competent items for the Chief Knowledge Officers and the items of productive competency were alternative analyzed. The five Interviewees were partial to play「the model leader of knowledge management」,「the executor 」,「understand the core procedures and the knowledge on the enterprise」and 「expect to hold the ability of the policy planned」.
Suggest sincerely that future Chief Knowledge Officers may play towards the creator and knowledge-sharing more and the people to solve the problems. Take the responsibility to integrate the knowledge of the individual and the organization; provide and create new knowledge to motivate as well as inspire the great communicative coordination and sharing for the interior staff and customers in order to helpful to the members on the new informative technique and the new tools.
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