本研究的目的在藉由文獻探討及個案訪談方法，對企業核心能力之定義、內涵、構面及類型作探入的了解，並歸納出實務上管理企業核心能力之人力資源策略架構，以做為企業取得、提升及維護核心能力之依據。
研究者首先針對核心能力的定義、內涵、構面、類型及核心能力管理與人力資源策略之搭配做文獻探討。再者，針對實地訪談五家個案公司之資料加以彙整，分析每一公司核心能力所屬類型、構面、在管理上所採的人力資源策略。分析時針對具關聯事件採用跨個案訪談比較，並以「核心能力與人力資源策略」和「管理方式與人力資源策略」為兩軸加以分析，獲致以下的結論：
一、企業「核心能力」之類型及構面
不同類型的核心能力其構面具不同的配套關係。核心能力有接近市場型、整合型、功能型三種主要的類型，在構面上則分為知識、技能及技術、實體技術系統、管理系統和價值觀與規範。
二、管理企業核心能力之人力資源策略
1. 取得企業核心能力之人力資源策略
除了採外部求才之招募策略及具吸引力的薪資組合外，亦針對已存在於組織內人員欠缺能力的取得，採用職前訓練、工作輪調、在職訓練等，建立員工應有的能力。
2. 提升企業核心能力之人力資源策略
著重訓練與發展策略，建立同儕學習網，發展員工才能，並輔以績效調薪及紅利制度。對外則適時招募新人，遴聘外部顧問，強化企業核心能力。
3. 維護企業核心能力之人力資源策略
著重績效評估策略之採用，運用提案改善制度、績效評估面談及關鍵績效指標，來檢核員工是否達成既定目標，能力是否有運用的空間。運用薪資福利措施及生涯發展課程，去除組織中已退化或過時的能力，並適時結合能力獲得策略，招募新血。
三、管理不同類型企業核心能力之人力資源策略
1. 管理接近市場型核心能力之人力資源策略
在此類型能力管理上，針對取得、提升、維護核心能力，皆採用招募策略以期適時注入新血，縮短企業和顧客間的距離。
2. 管理整合型核心能力之人力資源策略
此類型核心能力強調針對內部既有員工培植其所需的能力，此外，並運用招募策略；在維護上針對管理人員做評估，檢視是否有效益地將資源投入產品上。
3. 管理功能型核心能力之人力資源策略
在取得上採用招募策略及具吸引力的薪酬，吸引已具備該領域知識、技術的人才。在提升上，持續招募所需人才，並密切注意新的知識、技術，給予員工教育訓練並輔以獎金制度以提升能力。在維護上則以績效評估策略為主，運用提案改善制度、績效評估面談、關鍵績效指標等方法，並配合利潤分享作為激勵誘因，以減少能力的汰換率。

The purpose of this study was aimed at identifying the meaning, components, dimensions and types of corporate core competencies. In addition, the framework of human resource strategies for managing corporate core competencies was also proposed.
To fulfill the research purpose, methods of case study and documents analysis were adopted. Collected data were used to compare the relationships between types of core competencies and managiement strategies in human resource. Several conclusions were drawn from the research findings.
The conclusions of this study were listed as followings:
I.The types and dimensions of core competencies
The types of core competencies have something to do with the dimensions of them. Market-access, integrity-related and functionality-related competencies are the three major types of core competencies. The dimensions of core competencies are skill, knowledge, and technology, physical technical systems, managerial systems, as well as values and norms.
II.The human resource strategies for manaing core competencies
i. Acquiring the core competencies
Recruitment strategy and compatible salaries are used to attract highly capable engineers. Orientation training, job rotation, and OJT are also used to cultivate employees’ competencies.
ii. Upgrading the core competencies
Learning network, developing employees’ competencies are emphasized. Merit pay plans, profit-sharing plans, recruiting external consultants are used to advance the corporate core competencies.
iii. Protecting core competencies
Performance appraisal interview, critical incident index etc. and performance appraisal strategies are emphasized to fulfill business strategies. Salary and compensation policy as well as career development programs are used to prevent the obsolescence of the core competencies.
III.The human resource strategies for different types of core competencies
i. Market-access competencies
Recruitment strategy is used to acquire, upgrade and protect the market-access competencies and to approach the customers.
ii. Integrity-related competencies
The corporations with integrity-related competencies will focus more on cultivating employees’ competencies. Meanwhile, performance appraisal strategies are used to protect the core competencies of this category.
iii. Functionality-related competencies
Recruitment strategy and compatible pays are used to attract professionals. Training, reward plans and recruiting strategies are used to upgrading the competencies. Performance appraisal interview, critical incident index etc. and performance appraisal strategies are emphasized to protect core competencies. Salary and compensation policy is used to prevent the obsolescence competencies.

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