以職能導向探討台北金融大樓的訓練品質評核系統

A Case Study of the Taiwan TrainQuali System of Taipei 101 based on the Competency Model

本文透過職能導向為基礎，探討個案台北金融大樓（簡稱台北101）導入訓練品質評核系統（TTQS）結果與成效。以策略性人力資源管理的角度，將個案已建構完善的職能模式進行缺口分析，並因應組織願景目標，從營運計畫由上而下的策略實施方式，與TTQS結合，以實現組織事業策略規劃目標，包括六大核心職能價值、管理職能缺口於人才培育之強化、藉由關鍵人才培訓尋找接班人，以及發展員工第二專長，提升自我價值以及服品質，且透過年度課程滿意度比較結果，整體滿意度皆有提高。本文也再次強調導入TTQS需以職能為基礎，並與組織目標結合，包括訓練目標明確，結合成效評估以達到績效追蹤指標。

This study bases on the competency model to discuss Taiwan TrainQuali System on the Taipei 101 of results and achievements. In strategic human resource management perspective to analyze the Taipei 101 has been constructing the perfect role model for gap analysis and objective response to organizational vision. From a top-down business plan strategic embodiment with TTQS to achieve strategy organizational goals, including six core competency values, management competency of gap in the strengthening personnel training, training key talent for successor, and development second expertise of employees, to enhance self-value and service quality. Through annual course satisfaction results of the comparison overall satisfactions are improved. This article also needs to reemphasize based on the competency using TTQS, with organizational goals, including targeted training, combined with the effectiveness evaluation in order to achieve performance tracking targets.