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中小企業導入平衡計分卡與職能模型之個案研究

A case study on the median enterprise implements the Balanced Scorecard and the Competency Model.

作者：顧瑜萱
畢業學校：國立中山大學
出版單位：國立中山大學
核准日期：2007-08-10
類型：Electronic Thesis or Dissertation
權限：Copyright information available at source archive--National Sun Yat-sen University....

中文摘要

由於資訊科技的發展，以及經濟結構的轉型，經濟發展已由國家經濟轉變為全球化經濟，在2000年進入一個新紀元，因此如何找到企業的定位與未來契機，即成為所有經理人所追尋的目標，策略是幫助企業找到未來發展的方向與存在之利基(niches)，而要達到此策略目標需要符合組織需求的人才。
本研究主旨在於藉由公司執行平衡計分卡建立策略地圖，藉由策略地圖的四項構面指標建構，以達成企業經營之目標，並據此檢視公司的人力資本的齊備度，在人力資本的落差(gap)上，透過職能模型的建立，找出公司的核心競爭力，以訓練現有人力或藉由招募找到符合公司核心能力之人才。經過個案研究後，主要發現：
1.策略的擬定是需要高階主管的支持與認同，平衡計分卡的四個構面，可幫助公司藉由財務與非財務指標來進行管理，且透過策略地圖的展開，策略管理者可藉此了解策略執行的過程，找出問題的所在，而非僅有最後結果的呈現。
2.職能模型的建立，一來可重新檢視現有員工的工作找出所謂的優秀者的行為指標，並可作為未來人力發展、訓練甚至是接班人(successors)計畫；再來，如果此項職能很難透過訓練來建立或提升，則可以由外部進行招募，以找到執行策略所需要的人力資本落差。

英文摘要

The development because of information science and technology, and the transition of economic structure, economic development has already been changed into globalization economy from national economy entered a new era in 2000 so what position of finding enterprises and the future opportunity, namely become all managers to chase from the guide goal, the tactics are to help enterprises to find the direction of development and niche existing in the future, reach this tactics goal to need according with and organizing talents of the demand.
This research purport lies in carrying out the balance scorecard and setting up strategy maps with the company, build and construct by four literary compositions surface index of the strategy maps, in order to reach the goal that enterprises manage, and inspect complete degree of the human capital of the company in view of the above, on the drop gap of the human capital, through the setting-up of the function model , find out the key competitiveness of the company, already training existing human capital , or by recruiting and finding talents who accords with company's key ability. After case study, find mainly:
1.The strategy must need the support and approval of the high-order executive, construct the surface in four phases of balance scorecard, can help the company with the financial affairs and not manage by financial indexes, and pass the expansion of the strategy maps, the administrator can understand the course that the strategy carry out by this, find out the of the question, but not only have the appearing of the last result.
2.The setting-up of human capital is to quite consume the time and energy, with the setting-up of the competency model, can first inspect existing staff's behavior index of finding out the so-called the outstanding one of work again , and can develop , train even find out the successors.

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委員 - 黃振聰

指導教授 - 任金剛

召集委員 - 陳以亨

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