Taylor M A
Huddersfield NHS Trust, West Yorkshire, UK.
Health Manpow Manage. 1998;24(6):196-205. doi: 10.1108/09552069810235861.
The success of an organisation is measured by the progress its people make towards its goals and objectives. But, most organisations today operate in fast changing and competitive environments. In turn, these unpredictable conditions impact on the organisation's internal operations. As a result, established skills and competences can become obsolete. Strong and appropriate competences can enhance an organisation's performance. Strategic managers then need to ensure that their organisational skills and competences remain of an appropriate mix and measure. They need to continuously develop and/or renew the skills and capabilities of their workforce. Identifying what skills need renewing is not easy but very necessary. Identifying them quickly is harder still. An easy to follow framework that can be adapted at the various levels within the organisation's structure could prove useful as a consistent and relatively speedy format for analysing the organisation's resources, capabilities and development needs. This paper supports the use of such a framework.
一个组织的成功是由其员工朝着目标和目的所取得的进展来衡量的。但是，如今大多数组织都在快速变化且竞争激烈的环境中运营。相应地，这些不可预测的状况会影响组织的内部运营。结果，已有的技能和能力可能会过时。强大且合适的能力能够提升组织的绩效。战略管理者于是需要确保其组织的技能和能力保持适当的组合并得到衡量。他们需要持续发展和/或更新员工的技能与能力。确定哪些技能需要更新并非易事，但却非常必要。要快速确定它们则更是难上加难。一个易于遵循且可在组织结构内不同层级进行调整的框架，作为一种用于分析组织资源、能力及发展需求的一致且相对快速的形式，可能会被证明是有用的。本文支持使用这样一个框架。
