The Evaluation Index of Recruiting Management Service Staff of Building

• Main Authors: Chung-Ching, Cheng, 鄭重慶
• Other Authors: Mi-Liang, Ho
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/2h9626

碩士 === 景文科技大學 === 環境與物業管理系碩士班 === 103 === Both the national income and standard of living in Taiwan have been on a steady rise since its economy took off in the 1970s, prompting more and more people to live in urban areas populated with high-density clusters of larger and taller condominiums. In a condominium, owners of individual units are required to share and use the common parts and public facilities whose management and maintenance need to be effectively handled by professionals, thereby giving rise to the booming development of the property management industry in Taiwan. In order to regulate and supervise the practices of property management, the government promulgated the Condominium Administration Act Building Administration Division” in 1995. With related regulations put into effectiveness for nearly 20 years, property management has grown into an increasingly sophisticated field that requires the teamwork of competent professionals. One crucial team member is condominium management service provider, or the so-called “condominium (building) manager.” The study accordingly aims at developing an index for evaluating the qualifications of a potential condominium manager. Previous studies were reviewed and experts consulted to help draft a questionnaire. The fuzzy Delphi method (FDM) was then adopted to conduct a questionnaire survey with heterogeneous panels of experts on the professional competencies a prospective condominium manager is expected to demonstrate. 23 indicators in four dimensions have been identified. The four dimensions in the order of importance are: 1. Personality; 2. Personal background; 3. Professional competence, and 4. Professional background. Of the 23 indictors, the top five are respectively: 1. Execution capability, sense of responsibility; and crisis management skills; 2. Stress resistance and team spirit; 3. Customer relationship management; 4. Credibility and reliability, and 5. Property management expertise. The obtained results can be used to develop an evaluation index for recruiting condominium management service staff, and the index has two major merits. On the one hand, it helps minimize personal, subjective judgment on the part of recruiters. On the other hand, it can be expected to benefit property management firms, property developers, construction companies, or security service providers with comprehensive guidelines for recruiting capable condominium managers.