本論文採文獻分析，亦於理論中釐清組織層面的核心能力與個人層面的核心能力。多數學者認為組織的核心能力為替組織創造競爭優勢的特殊技能或科技，創造利益，也塑造企業文化與價值觀。核心能力的確為具體化組織願景的工具，其運用乃將具備適當技能的適當的人，置其於適當的職位。而落實至個人層次則涵括了個人的基本特質，包括知識、態度、技能和價值，於其工作情境中的超卓表現。而且有效工作表現的模型必須是個人能力、工作需求與組織環境三者的交集區間。然應用在公部高階行政人員的甄補與訓練中，則以美、加、英、澳、紐五國的實施作為探討的對象，依高階行政人員、實施背景、甄補過程、與核心能力內容等四個主要面向作介紹，於最後一章歸結為數種相同的能力，以及給予我國的啟示與建議。 / Fist part of this thesis is separated into two dimensions--organizational core competency and individual core competency. we have to clarify the difference between two, though core competency does realize the vision of organization. The significance of core competency is arrange the right person with right competencies on the right position. Only those in the range of individual competencies, job needs, and organizational environment are core competencies, and do make superior performance. And then introduce the application in the recruitment and training in senior service in 5 countries-United States, Canada, United Kingdom, Australia, and New Zealand. In these two chapters, we discuss them from the definitions, backgrounds, recruitment procedures, and contents. And the final of this thesis sum up those profiles, suggests to our government.