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1. Introduction |
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Core competency
means particular comprehensive ability,
technology, knowledge, culture of the
corporations own inside of the organization
jointly, and ability of the corporations
as a role to motive power of future
growth and leading the company of the
past through accumulating of additional
abilities or appropriate conversion.
Also core competency means
successive integrated function or technology
rather than ruptured ability, knowledge,
technology in organization.
Core competency development is a finding
core competency to maintain a organization
basically and use it in a whole company,
moreover it means more developing of
the competency or diversification as
a new growth sectors through connection
with new technology, products, services
to the exist core competency.
It is a important that clear
establishment of core factors would
secure competitive predominance among
many scattered skills and technologies
in the organization, and finding of
method to integrate, manage it consciously
in core competency. |
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2. Purposes and necessity |
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Core factors of managemental
circumstances' change and direction
awareness |
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Identification of past,
present core competency in own company
and extraction of future core competency
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Establishment of managemental
innovation strategy for construction
of core competency |
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Cultivation of leadership
for vision, strategy realization |
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3. Procedure |
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| 3.1 |
Stage 1 : Establishment
of market prospect |
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First, determine
the future feature of market would
spread in 5~10 years.
Next, prospect the definite elements
could dominate the market and
profits regarded most important
by customers. |
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| 3.2 |
Stage 2 : Design of strategic
guideline |
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Strategic guideline
is a summary of principles and
process for fill up the differences
in skills in the company with
intentional future core competencies.
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| 3.3 |
Induction of strategic
organization concept |
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It is needed organizational
cross technique for construction
of core competency, because skills
and techniques constituting core
competency were not applied in
only a existing business department.
And previously constructed core
competency should refer to all
business departments in the company
with ease. |
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| 3.4 |
Stage 4 : Volition fusion
of whole employees |
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It will be constructed
that core competency when managemental
resources would condensed by crossing
organization.
The skills and techniques were
made by employee individuals,
but it is need for common awareness
among employees for its concentration.
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| 3.5 |
Stage 5 : Continual review
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It is a long term,
continual system to prospect 5~10
years from now that structure
of core competency.
It may inappropriate in actual
circumstances that original designed
strategy guideline due to progression
of technology.
Hence it is a definitely important
that correcting, reviewing of
strategic guideline through careful
observation of phenomenon, discernment
of future. |
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1. Purposes and directions |
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Enforcement of core competency
followed by change of organization circumstances.
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Establishment, spread
of organization culture |
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Reality awareness, sympathy
formation of organization culture |
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Enforcement of practical
ability in the personnel of the organization.
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Enforcement of internal
competency to the World Best. |
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2. Procedure |
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| 2.1 |
Stage 1 : Research of
organization's characteristics and type
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| 2.2 |
Stage 2 : Programmes
Development classified by the one's
position |
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| 2.3 |
Stage 3 : Education |
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| 2.4 |
Stage 4 : Review of organization's
characteristics, type |
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| 2.5 |
Stage 5 : Development,
execution of follow up program |
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