職能分析為提升企業競爭力與促進不同專業相互溝通的重要方法。本研究從員工諮 商消費者角度探討企業內專職員工諮商師的工作職能，除了能幫助企業認識員工諮商師 的多元能力，也能幫助員工諮商師自我重新定位在組織中的價值，以及協助教育訓練機 構規劃合適的訓練課程。 本研究的目的為進行企業員工諮商師的職能分析。針對至少二十二位員工諮商師及 其員工諮商服務消費者（個別員工﹑一線主管﹑人力資源主管及公司高層），以Spencer 及Spencer(1993)建議之「使用效標樣本的古典研究設計（the classic study design using criterion samples）及行為事例訪談（behavior event interviews）」蒐集資料。最後整理出 組織內聘專職諮商師，以及外聘兼任諮商師，兩類諮商師的職能編碼書與行為事例，以 作為評估此兩類諮商師諮商成效的合理指標。 研究步驟包括（1）定義績效樣本﹑（2）確認績效樣本﹑（3）蒐集資料﹑（4）分析 資料與發展職能編碼書及相應的行為事例，以及（5）驗證職能編碼書的有效性等五步 驟，預計一年內完成。 Competency analysis is one important way to promote enterprise competition, reputation and facilitating the communication of different professions. Precisely identifying the employee counselor competency not only can help enterprise manager understand workplace counselors’fully capabilities and help workplace counselor rediscover their real values in enterprise, but also help training institutes arrange adequate training programs. The purpose of this research is trying to identify the core competences of employee counselor. The subjects include at least 22 workplace counselors and consumers of workplace counseling services(individual employee, line manager, human resource manager and high level manager in organization). This study use “the classic study design using criterion samples”and “behavior event interviews”suggested by Spencer and Spencer(1993) to collect data. By analyzing and integrating data, this study plans to develop the competence codebook with behavior events of both full-time and part-time workplace counselor to be the reasonable evaluation indicator of counseling effectiveness. There are five steps to do this research in one year, include: (1)defines performance effectiveness criteria, (2)identify a criterion sample, (3)collect , (4)analyze data and develop a competency codebook with behavior events
