隨著時代的變化，知識、技術與科技的演進，產業的發展階段以及內容也會跟著時間改變而有所不同，工作內容也是。職能，為擔任一個職位所需要具備的能力，而一個良好組織的關鍵在於管理者會不斷的加強其下屬的職能，培養出下一位職位接班人，且公司組織也應該要有良好的員工訓練制度來訓練員工使員工之職能能符合職位所需。故本研究以此前提進行文獻探討並建構出主管應具備之六個構面，分別為心智能力-敏捷性思考、心智能力-周延性思考、領導能力-增能、領導能力-增群、人際能力及管理能力等六大核心能力，來進行能力落差之評估。
本研究採用立意取樣方式針對中階主管進行問卷調查，使用紙本問卷的調查方式，總共蒐集到了289份，最終刪除無效問卷後共剩下227份，並採用差異性分析，結果表明主管及其接班人之能力皆有顯著落差，公司應依序針對管理能力、人際能力、領導能力-增能、心智能力-周延性思考、心智能力-敏捷性思考及領導能力-增群依序進行教育訓練，使員工與主管之間的能力落差能夠縮小，使未來接班人之職能能更符合職位之所需。

To accompany with the changing times, the industry development has also changed along with times. Competency means the ability to do something successfully and efficiently in the position. The supervisor in an organized organization will cultivate the position successor’s ability to take place needed. Therefore, this study constructing six core abilities of the supervisor needed to evaluate the gap between the supervisor and the position successor. The six abilities are mental-agility ability, mental-periodic ability, leadership-increasing himself ability, leadership-increasing team ability, interpersonal ability, management ability. This study uses purposive sampling to collect data from the intermediate supervisor through the paper questionnaire. Data collected from 289 questionnaires were subjected to differences analysis. The result shows that there was a significant gap between the supervisor and the position successor. The company has to enhance position successor’s abilities according to the following order: management ability, interpersonal ability, leadership-increasing himself ability, mental-periodic ability, mental-agility ability, and leadership-increasing team ability. The above abilities may decrease the gap between the supervisor and the position successor, and make the position successor’s abilities to meet the requirements of the position.

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