本研究目的在於探討企業運用職能甄選人才的理念與作法，並歸納其成功因素，以供企業有效發展及運用職能本位人才甄選與學術界後續研究之參考。藉由質化研究中的多重個案研究策略探討四家個案公司，將其運用職能本位人才甄選的實際情況，透過個案訪談方式，蒐集資料、並整理分析與討論，歸納出本研究結果。本研究結論為：（1）企業了解職能運用的範疇與分類的準則，可以更清楚職能在組織中的意義及人才資源策略中的運用；（2）企業運用職能本位人才甄選主要目的在於希望藉由職能的清楚定義，而更能夠找到對組織契合的人才；（3）企業得以成功運用職能本位人才甄選之內涵，在於各人員的配合、軟硬體的結合、流程的安排、面談的熟稔度、以及最後用以印證的方式；（4）高階主管的支持、HR人員的專業、以及明確的篩選標準為企業運用職能本位人才甄選成功之關鍵。

The main purposes of this study were to explore the rational and practice of using competency-based employee selection in business, and to analyze their success factors. The results of this study may help corporates to improve their competency-based employee selection and assist with further related studies. The multi-case method in qualitative research was employed to explore four case corporates by interview. The conclusions of this study are as follows:（1）Corporates should understand the scope and categories of competency application to better know the meaning of competency for the organization in the human resource strategies;（2）The main purpose of using competency-based employee selection is to recruit the employees who are more suitable for organization by the clearly identified competencies;（3）The success factors of competency-based employee selection include the coordination of all departments, the combination of hardware and software, the arrangement of the selection procedure, the skillfulness of interview, and the way of verification; and（4）The key success factors of competency-based employee selection are the support from executives, the specialty of HR personnel, and the clear criteria of selection.

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