Research on the Construction of Management Competency Model of Pharmaceutical Company

• Main Authors: Wu, Rui, 吳如意
• Other Authors: Chang, Huo-Tsau
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/cw5t48

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 105 === The purpose of this study is to explore the core competence of this case study and to develop the management competency model of high-level, middle-level and first-line supervisors in the view of core competence. In the changing competitive business environment, companies are all actively seeking a niche to survive, expect to find their competitive advantage, and the main driver of competitive advantage in the market, specific performance, capacity and behavior from the supervisor. Therefore, this study is based on a large-scale pharmaceutical company in the central part of Taiwan, through its existing core competence and various level of management competency, to explore how the case in the local pharmaceutical industry in the successful consolidation of the leading position, should cultivate the core competence and management competency at all levels, with a view to expanding into a global organization. This study draws on the research methods of group technology, collects relevant information through literature, and conducts group decision-making meetings with core competence and management competency of various levels of supervisors. The results of the study show that the core competence of the case company are “deep plowing in the marketing channel, the brand images and the corporate cultures, the quality assurance of the medication security, excellent and proactive research and development team, and the strong and steady talent echelon.” In the view of the core competencies with rare and difficult to imitate, the senior executives have the conceptual competency of "market and business strategy planning, data decision making, change innovation, quality control, risk management and talent development", including analysis, judgment, logical thinking; intermediate supervisors have the competency of "persuasive leadership, communication and coordination, subordinate cultivation, problem solving, performance improvement, target management, project management", including persuasive, communication and emotional quotient; the first-line supervisors have the technical competency of mastering the methods, procedures and tools, and the usage, the knowledge of the equipment, such as "personal professional, cost control, responsibility enforcement, supervision and inspection, problem solving, team management and selection of talents". The results of this study can help the case company to develop their core competence and apply to the integrated design and planning reference of the human resources management system through the functional model.