The Impact of Knowledge Management and Professionals’Core Competences on Job Performance

• Main Authors: Huang, Cheng-Wei, 黃正委
• Other Authors: Wei, Ching-Chun
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/mv3g56

碩士 === 靜宜大學 === 管理碩士在職專班 === 105 === The increasingly fierce competition in the global industry, job performance is the business and organization want to enhance the primary goal, is also an urgent concern of enterprises and organizations issues. And enterprises want to maintain the source of their competitive advantage for the knowledge and core competencies, these two sources are for organizations and individuals to maintain competitive advantage and competitiveness of the important key. The purpose of personal knowledge management is to promote the circulation of knowledge and increase the stock of individual knowledge to help develop the individual core skills and abilities, so as to achieve the performance of personal work performance. If the enterprise through the personal knowledge management and professional core competence of the development of active implementation of job performance assessment, will enable enterprises to more efficient implementation of job performance management, but also improve the competitiveness of enterprises and organizations as a whole. In order to consider the completeness of the evaluation conditions, this paper summarizes the key elements of the research on the job performance evaluation of different industries. Through the questionnaire survey and the importance analysis, the author summarizes the weight of the opinion of the industry professionals by the Analytic Hierarchy Process. The results of this study find that the three aspects of job performance evaluation: knowledge management, professionals’ccore competences, work performance in the face of professionals’ccore competences is particularly important; and assessment of job performance key factors, the knowledge of learning Knowledge sharing, knowledge innovation, problem analysis and resolution capabilities, implementation capacity, communication and coordination skills, efficiency, work attitude and teamwork competency conditions are the leading indicators of nine performance evaluation criteria that can provide business and organizational performance , Job performance evaluation and human resource management decision-making.