本研究旨在探討企業人力資源發展專業人員擔任內部顧問之專業能力，及企業界對此專業能力之重要程度與需要程度之調查，以作為企業發展相關制度時的參考。主要研究目的為(一)分析人力資源發展專業人員擔任企業內部顧問所需之專業能力；(二)探討企業HRD人員對其發展內部顧問所需具備各項專業能力的重要程度；(三)探討企業HRD人員對其發展內部顧問所需具備各項專業能力的需要程度；(四)探討不同HRD專業人員、企業背景在內部顧問所需專業能力重要程度上之意見的差異情形；(五)探討不同HRD專業人員、企業背景在內部顧問所需專業能力需要程度上之意見的差異情形。本研究採用文獻探討、專家訪談以及問卷調查之方法，依據文獻分析、專家訪談的結果，編製「企業人力資源發展專業人員擔任內部顧問之專業能力研究問卷」作為研究工具，調查對象根據商業周刊1999年出版之一千大商業名錄，以隨機抽樣方式選取為數321家中小企業，針對人力資源部門進行調查，共收回97份有效問卷。所得問卷資料，以次數分配、百分比、卡方適合度檢定、平均數、t考驗、單因子變異數分析、及薛費氏事後比較等統計方法加以分析。依據研究目的，本研究獲致以下結論：
一、本研究探討之內部顧問專業能力，其架構涵蓋七個層面，內涵則包含三十五個項目。
二、企業HRD人員認為其發展內部顧問所需具備各項專業能力具有高度重要性。
三、企業HRD人員認為其發展內部顧問所需具備各項專業能力具有高度需要性。
四、企業人力資源發展專業人員對於擔任企業內部顧問所需具備之專業能力項目之重要程度看法相當一致。
五、企業人力資源發展專業人員對於擔任企業內部顧問所需具備之專業能力項目之需要程度看法相當一致。

This study centers on the investigation of the human resource development personnel in terms of their professional competencies to serve as internal consultants within an organization. A needs assessment as well as the importance of such aspect of human resource development in practice are also researched. The resultant information can be a useful reference for organizational development. The primary aims of this study are: 1) to analyze the professional competencies needed of the human resource development personnel to function effectively as internal consultants; 2) to investigate the importance of professional competencies as an internal consultant for HRD personnel; 3) to examine the level of necessity in developing professional competencies as an internal consultant for HRD personnel; 4) to survey the variance in opinion among HRD professionals from various backgrounds regarding the importance of relevant competencies needed by internal consultants; and 5) to assess the difference in opinion in terms of the need for relevant competencies for an internal consultant as perceived by HRD professionals from various organizational backgrounds. The research methods utilized in this study include literature reviews, interviews, and survey. The research instrument, namely the Competencies of HRD Professionals as Internal Consultants in an Organization Questionnaire, is constructed based on data acquired from the literature reviews and interviews. The research subjects for data collection are based on Top 1000 businesses from Business Weekly published in 1999. 321 companies were selected using random sampling and their human resource departments were surveyed. 97 valid questionnaires were collected. The data was analyzed using Frequency distribution, percentage, mean, t-test, chi-square test, one-way ANOVA and Scheffé method. The study concludes with the following findings. 1) The competencies needed of an internal consultant as explicated in this study comprise of 7 levels and 35 areas. 2) The HRD personnel surveyed feel that it is highly important to equip themselves with competencies needed to become an internal consultant. 3) The HRD personnel surveyed also feel that it is of great necessity for them to possess the competencies needed of an internal consultant. 4) The HRD professionals surveyed have consistent opinion regarding the importance of professional competency needed of internal consultants. 5) The HRD professionals surveyed were also in consistent agreement that it is necessary for practicing HRD personnel to possess professional competencies needed of an internal consultant.

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