Objectives¡GThe purposes of this study were to understand the circumstance of the learner about ambulatory care education and to realize the demand and attitudes of learning from the medical students, meanwhile to explore the effectiveness after receiving this education. Besides, this study is also combined with the six core competencies as principles to find out the attitudes of the education from the medical students and the factors of upgrading their clinical skills. Methods¡GThis cross-sectional study employed quantitative method to conduct the research, and this population included medical students from a medical canter of the southern of Taiwan. Structured questionnaires were conducted to medical students, a total of 78 uestionnaires were distributed with 67 questionnaires being returned.The data is analyzed by SPSS 12.0 and used descriptive statistics, factor analysis, t-test, and ANOVA, correlation analysis, and multiple regression analysis. Results¡GThe major findings were as following¡G The results of this study show that most of the time, the medical students participated 1 to 2 times per month, and they also considered the implementation of 2 times one month is appropriate.The medical students also thought that the most ideal number of patient are three, and the result also showed that there were 36¡]53¢H¡^ persons encountered three patients. Besides, the method which the students met was the medical student conducted diagnosis the patients first, and the teacher taught the students then. And there were 52¡]77.6¢H¡^ persons encountered this situation. The study found that the six core competences applied to the ambulatory care education will be classified into three abilities were¡¨ basic medical expertise¡¨¡B¡¨advanced medical diagnostic skills¡¨and¡¨medical knowledge of professional application¡¨. And the result also showed that after ambulatory care training, the basic medical expertise benefited best to the students, and then was the advanced medical diagnosis and medical knowledge of professional application.The study found that the best benefits of clinical competence of medical students was "history taking" followed by "physical and special inspection" and "clinical diagnostic ability", the lowest score was "the administrative processes". And these three abilities were in compliance with the results of clinical ability from this study which pointed to the ¡§basic medical expertise¡¨. It can be found that the goal of the ambulatory care education for the medical student was aimed to the basic medical ability, this result of the research was matched with the direct and discontinuous properties of the outpatient clinic. Conclusion¡GThe study found that the most beneficial factors which could enhance the students the overall clinical skills are the frequency of participating ambulatory care education and the attitudes and enthusiasm of the teaching physicians. If we could measure the demand of involving in the ambulatory care education from the trainee, we could effectively distinguish from the clinical operations and clinical teaching schedule, in this way, it will make the system of ambulatory care education perfect. In addition, the guidance of teachers such as the enthusiasm¡Bcommunication skills¡Bfriendly attitude¡Bteaching ability and the other personal characteristics will affect the effectiveness of the implementation of ambulatory care education. It was recommended to strengthen the capacity of training instructors about teaching, the manager could regularly organize various workshops, seminars, case report, continuous education to train the enthusiastic teaching physician and made them have the teaching skills of instructors in order to enhance the effectiveness of the ambulatory care education.

Abstract The global outsourcing has becoming the sense from various industries; Taiwan is especially the one of ideal manufacturing base which manages production costs and with demonstrating dynamic strength from the world. However, while the branding companies from Europe and Japan still dominate innovation and technologies, sequentially consider to apply local material suppliers in developments and productions. Taiwan uses to be the competitive manufacturing place, the materials are usually nominated from developers, and thus the localization of the material manufacturing shall be the trend. The material manufacturers are required to pass through necessary certificates and production procedures to establish its own design technology and production bases. Therefore the capital of material manufactures uses to be fairly high compares to the other industries. Dining into such technology era, the investments of technical¡Bfinancial resources, plus combining the unpredictable economy¡Bconsumer requirements¡Binventory¡Bproperty usage making the material manufactures challenged ever. The listed company towards the permanent operation¡Brisk management¡Bfinancial managements, the managing levels need to review internal resources and apply its core competences to achieve the financial balancing¡Brisk control to make longer run business. The motivation of this research is to apply self -industrial experiences from the past and integrate associated literatures into one. Starting from an individual new business, lead the company to integrate internal resources and apply such competences to achieve diversification .This is the investigation of a studied company which demonstrates its core competences from the industry. Last to focus on the current and the new business in which to discuss and analyze below subjects:

Submitted by Estagiário SPT BMHS (spt@fgv.br) on 2012-01-17T13:59:13Z No. of bitstreams: 1 1425037.pdf: 4160502 bytes, checksum: 0e84efa5520d4dcd4266920ef6015ffc (MD5) / Approved for entry into archive by Estagiário SPT BMHS (spt@fgv.br) on 2012-01-17T13:59:34Z (GMT) No. of bitstreams: 1 1425037.pdf: 4160502 bytes, checksum: 0e84efa5520d4dcd4266920ef6015ffc (MD5) / Approved for entry into archive by Estagiário SPT BMHS (spt@fgv.br) on 2012-01-17T13:59:44Z (GMT) No. of bitstreams: 1 1425037.pdf: 4160502 bytes, checksum: 0e84efa5520d4dcd4266920ef6015ffc (MD5) / Made available in DSpace on 2012-01-17T13:59:52Z (GMT). No. of bitstreams: 1 1425037.pdf: 4160502 bytes, checksum: 0e84efa5520d4dcd4266920ef6015ffc (MD5) Previous issue date: 2010 / The main objective of this study is to verify what the competences are common in six companies that were analyzed and the ones highlighted in young men/women managers, who are from 24 to 35 years old, factor that facilitates the contruction of the growing of the professional path. This is a qualitative, exploratory, descriptive and documental research. Data were collected through bibliographical sources, as well as a documental research that was carried out in a multinational consulting firm whose headquarters is in São Paulo. The competences that were highlighted were: high motivation (passion for what you do) in three companies; focus on results that the company would want the manager to achieve, in two; and ability to perform activities, in just one. We concluded that companies search for managers that have those traits: dedication, boldness, criativity, entrepreneurship, trading facility and the ones that focus on results. We also verified that those professionals, besides having graduation, they should concentrate on their personal development, looking for qualification on the former competences. / O objetivo do presente estudo é verificar quais são as competências comuns nas 6 empresas analisadas e quais se despontam na carreira de jovens executivos entre 24 e 35 anos, o que propicia a construção de um caminho para o crescimento profissional. Esta pesquisa caracterizou-se por ser qualitativa, exploratória, descritiva e documental. O levantamento de dados foi realizado através de fontes bibliográficas e de uma pesquisa documental no banco de dados de uma empresa de consultoria multinacional, com sede em São Paulo. As competências que mais se destacam foram: paixão pelo que faz em três empresas, foco em resultados, em duas e capacidade de realização, em uma. Conclui-se que as empresas estão à procura de executivos que tenham dedicação, arrojo, criatividade, empreendedorismo, facilidade de negociação e que busquem resultados. Verificou-se também que estes profissionais, além de sua formação acadêmica, devem centrar-se em seu desenvolvimento pessoal na busca pela qualificação nessas competências.

No setor da construção civil as perspectivas gerenciais das organizações são de adaptar-se aos novos cenários e uma das formas é a de formar redes de empresas. Para formar e gerenciar redes de empresas é necessária a adequação de competências essenciais, pois organizações bem sucedidas são aquelas que demonstram desenvolver suas competências essenciais para oferecer padrão de excelência em bens e serviços. Neste trabalho são analisadas as propostas e os possíveis desdobramentos sobre o escopo compreendendo o processo de formação de redes de empresas e posteriormente é sugerida uma sistematização para identificar as competências essenciais para a formação e gerenciamento de redes de empresas da construção civil, empresas estas que possuam objetivos comuns e que mantenham a independência e individualidade para, assim, formar uma rede que permita a realização de ações conjuntas, facilitando a solução de problemas comuns e viabilizar novas oportunidades. As empresas por fim identificadas unem-se em uma rede e conseguem reduzir custos, dividir riscos, conquistar novos mercados, qualificar produtos e serviços e ter acesso à novas tecnologias. A aplicação prática do trabalho é feita através de um estudo de caso exploratório em uma obra de construção civil buscando as competências contidas nas empresas participantes para, assim, poder afirmar quais são as competências essenciais para formação da rede e quais poderão trazer benefícios à mesma ou a outras que virão a se formar. Espera-se com o resultado desta pesquisa determinar quais empresas são capazes de operar em um negócio em forma de rede de empresas, envolvendo profunda avaliação de competências essenciais, verificando se as mesmas irão garantir uma adequada sustentação competitiva nos mercados almejados. / In the civil construction, the management perspectives of organizations are to adapt to new sceneries and one of the ways is to create enterprise networks. To create and management enterprise networks it is necessary the adequation the core competence, because well succeeded organizations are those which demonstrate to develop its core competences to offer excellent standards in goods and services. In this work proposals and possible results of the issues concerning to the process of networks formation area analyzed. It is also suggest a systematization to identify core competence to the formation and management of enterprise networks in civil construction sector that have common goals and maintain the independence and individuality, to create a network that allows the accomplishment of joined actions, making the solution of common problems easier and making new opportunities feasible. These enterprises, finally identified, join themselves in a network and can reduce costs, divide risks, reach new markets, qualify products and services, and have access to new technologies. The practical application of this work is done throughout a case study which explores a civil construction task arming to identify the competence inserted in the participate enterprise, that it will be possible to affirm which the core competence to the formation of the network and which are able to bring benefits to itself and to others enterprise networks. It is intended, as a result of this research, to determine which enterprises are capable to operate in a new business, in a network configuration, involving deep evaluation of core competences and verifying if they will guarantee a competitive sustentation in desired markets.

Made available in DSpace on 2015-03-05T18:41:01Z (GMT). No. of bitstreams: 0 Previous issue date: 9 / Nenhuma / Este estudo propõe o avanço das discussões acerca da abordagem das competências organizacionais, buscando a análise e a identificação das competências essenciais em uma instituição de educação profissional, o SENAC/RS. Para o alcance dos objetivos propostos desenvolveu-se um estudo de caso, no qual foram coletados, triangulados e analisados dados acerca do contexto organizacional e do setor da educação profissional. Na análise, optou-se pela diferenciação de recursos, capacidades, competências e competências essenciais, pressupondo-se que as últimas estão relacionadas com a estratégia corporativa e a geração de desempenho superior sustentável. Considerou-se que para serem essenciais ao negócio as competências relacionam tanto as percepções do público interno (alta direção, gestores e colaboradores), como as do público externo da organização (clientes). Sobretudo, as competências essenciais consideram os critérios de valia, consenso, flexibilidade estratégica e dificuldade de imitação pelos concorrentes, confo / This study aims to contribute to the discussion about the organizational competences approach, seeking to analyze and identify the core competences in a vocational training institution, namely SENAC/RS [Business Education Center of Rio Grande do Sul]. In order to achieve those goals, a case study was developed, where data about the organizational context and the vocational education sector were collected, crosschecked and analyzed. The chosen method of analysis was to differentiate resources, capacities, competences and core competences, assuming that these last two aspects are connected with corporate strategy and the generation of a sustainable superior performance. For any competence to be considered core for the business, they have to concern both the perceptions of the internal public (high management, managers and employees), and the perceptions of the organization’s external public (clients). Most importantly, the competences were considered core according to criteria of value, consensus, strategic fle

nÃo hà / A pesquisa teve como propÃsito identificar as competÃncias essenciais dos bibliotecÃrios gestores de pessoas nas bibliotecas da Rede Federal de EducaÃÃo Profissional CientÃfica e TecnolÃgica, buscando responder ao seguinte questionamento: quais sÃo as competÃncias essenciais que o bibliotecÃrio precisa ter para assumir a funÃÃo como gestor de pessoas nas bibliotecas da Rede EPCT? Teve como objetivo identificar, na visÃo dos bibliotecÃrios-gestores, as competÃncias essenciais para sua atuaÃÃo na gestÃo de pessoas nas bibliotecas da Rede Federal de EducaÃÃo Profissional, CientÃfica e TecnolÃgica. Para tanto, se buscou embasamento teÃrico sobre competÃncias, competÃncias essenciais (core competences), gestÃo de pessoas e bibliotecas universitÃrias. A pesquisa, quanto aos objetivos foi classificada como exploratÃria, com abordagem qualiquantitativa, sendo o levantamento de dados feito mediante questÃes semiestruturadas (abertas e fechadas). Quanto ao ambiente, à classificada como de campo, sendo que o mÃtodo de sustentaÃÃo das anÃlises se fundamenta na abordagem estruturalista. O instrumento de coleta de dados utilizado foi o questionÃrio eletrÃnico, elaborado e enviado atravÃs da ferramenta Google Docs. A pesquisa contou com a participaÃÃo de 42 bibliotecÃrios de vÃrias regiÃes do Brasil, o que configura 9,56% do universo total da pesquisa, que à de 439 bibliotecÃrios em todo o PaÃs. A anÃlise dos dados e a discussÃo dos resultados demonstram que as competÃncias essenciais necessÃrias para subsidiar as prÃticas da gestÃo de pessoas pelos bibliotecÃrios nas bibliotecas da Rede EPCT, apontadas por esses profissionais sÃo: GestÃo de pessoas, LideranÃa, Trabalho em equipe, Fazer biblioteconÃmico (prÃticas do bibliotecÃrio), ComunicaÃÃo, Relacionamento interpessoal, Responsabilidade, VisÃo holÃstica e Compromisso. TambÃm ficou latente o fato de que a maioria desses profissionais à especialista, do gÃnero feminino e està na gestÃo em mÃdia de 2 a 5 anos (35%), sendo que grande parte deles jà tinham experiÃncia de gestÃo de pessoas antes de entrar para Rede EPCT. As competÃncias que eles julgam ter sÃo: responsabilidade como caracterÃstica pessoal, habilidades de lideranÃa e, como tÃcnica que ele julga ter na funÃÃo como gestor de pessoas, foi a de responder Ãs demandas e solicitaÃÃes. As competÃncias gerenciais que os bibliotecÃrios aplicam no exercÃcio da gestÃo de pessoas foram, entre outras: saber comunicar, assumir responsabilidades, se engajar e ser comprometido com a funÃÃo. / The research aimed to identify the core competences of people managers librarians in the libraries of the Federal Network of Vocational Science and Technology, seeking to answer the following question: what are the core competences that librarians need to have to take on the role as manager of people in the libraries of EPCT Network? Aims to identify, in the view of librarians, managers, key competences for his performance in people management in the libraries of the Federal Network of Vocational Education, Science and Technology. To this end, we sought theoretical foundation in skills, core competences, people management and academic libraries. Research as to the objectives was classified as exploratory, with qualitative and quantitative approach, with data collection done by semi-structured questions (open and closed). For the environment, it is classified as a field, and the method of support of the analyzes is based on structuralist approach. The data collection instrument used was the electronic questionnaire prepared and sent through Google Docs tool. The research involved the participation of 42 librarians from various regions of Brazil, which sets up 9.56% of the total universe of research, which is 439 librarians throughout the country Data analysis and discussion of the results showed that the core competences necessary to support the practices of people management by librarians in the libraries of EPCT Network, pointed out by these professionals are: People Management, Leadership, Teamwork, Making librarianship (practices Librarian), Communication, Interpersonal Relationship, Responsibility, Vision holistic and Commitment. It was also the latent fact that most of these professionals are expert female and the management is on average 2-5 years (35%), and that most of them had experience of people management before joining Network EPCT. The skills they believe they are responsible as personal characteristic, leadership skills and technique as he thinks he has the role as a manager of people, was to respond to the demands and requests. Managerial skills that librarians apply to the exercise of employee management were, among others: know how to communicate, take responsibility, engage and be committed to the role.

Ljungquist, Urban (2007). Core Competence Matters: Preparing for a New Agenda. Acta Wexionensia No. 121/2007. ISSN: 1404-4307, ISBN: 978-91-7636-567-0. Written in English. The core competence concept describes how large companies can prosper and achieve competitive advantage. It is a well-known concept in the strategy domain, frequently practiced in organizations and cited in the literature. Despite this, recent research indicates that in-depth understanding of the concept is scarce. In this thesis, a few shortcomings of the concept are recognized: The vagueness of the original definition, divergence of the existing literature, and invalid appliance. Straightforward core competence identification and verification processes are put forward, applicable to both research and practice. The processes aim at advancing beyond mere identification. Three different core competencies were identified and verified in the empirical part of this thesis. The core competencies were possible to separate through differences in the various influences from competencies, capabilities and resources. The core competencies were also possible to arrange in a complexity continuum, from a compound and highly integrated core competence to a simple and technology-based one, with the third one, a service-based core competence, representing moderate complexity. The two most complex core competencies were, in general, influenced by competencies and capabilities to a larger extent than the simpler core competence. Resources mainly influenced the goods-producing core competencies. The empirical findings of this thesis show that by acknowledging the specifics of the characteristics of competencies, capabilities and resources and their influences, in conceptual and empirical discussions and applications, core competencies can be identified and verified. Furthermore, their influences provide the keys to managing core competencies. A new core competence agenda is proposed. The agenda includes core competence management, which is of particular value to organizations in need of change, for example those facing dynamic business environments, where vital activities and processes – including core competence – must be continually renewed. The agenda is feasible for future core competence research as well, since it alters the research domain, and advocates specificity, convergence and validity.

Abstract The peak time for the security investment trust company number is in 2004 and 2005, with a total of about 45 companies at that time. However, the number of companies are decreasing. Presently, only 39 in the security investment trust industry are continuing. Observing the current situation of the security investment trust industry, it could be found that companies with large asset size are permanently staying large. In addition, companies in the behind sector are facing difficulties with management, abatement of cash flow and deterioration of constitution that all cause a vicious cycle. This research is studied by quality methodology, through initial data from in-depth interviews and secondary data of the industry. The analyses of Porter¡¦s Five Forces and external industry environment are used in order to understand the competition of the security investment trust industry and its profitability in a long-term. By in-depth interviews, the analyses of competitor benchmark and core competences are diagnosed so as to find out reasons why these behind sector companies in the past can reach the top 10 in the asset scale now. Eventually, core- competences and direction of constitution for medium size firms can be built via case studies. The result of this study discovers that core competences of a company are formed by its own advantages, and core competences of an enterprise are built via an enterprise¡¦s strategic resources. The leverage and consolidation for resources can help to create sustainably competitive advantages. By attestation and conclusion, these top 10 companies are able to properly implement enterprises¡¦ resources for product innovation, trade record and channels. They all have clear strategic positions and distinctive business models.

MENDES, Aline Rodrigues de Lima. Competências essenciais necessárias à atuação dos bibliotecários gestores de pessoas nas Bibliotecas da Rede Federal de Educação Profissional, Científica e Tecnológica. 2014. 106f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Políticas Públicas e Gestão da Educação Superior, Fortaleza (CE), 2014. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2014-08-04T14:26:52Z No. of bitstreams: 1 2014_dis_arlmendes.pdf: 1626167 bytes, checksum: 45f59607d092ac51585017899621d09f (MD5) / Approved for entry into archive by Márcia Araújo(marcia_m_bezerra@yahoo.com.br) on 2014-08-04T17:30:12Z (GMT) No. of bitstreams: 1 2014_dis_arlmendes.pdf: 1626167 bytes, checksum: 45f59607d092ac51585017899621d09f (MD5) / Made available in DSpace on 2014-08-04T17:30:12Z (GMT). No. of bitstreams: 1 2014_dis_arlmendes.pdf: 1626167 bytes, checksum: 45f59607d092ac51585017899621d09f (MD5) Previous issue date: 2014 / The research aimed to identify the core competences of people managers librarians in the libraries of the Federal Network of Vocational Science and Technology, seeking to answer the following question: what are the core competences that librarians need to have to take on the role as manager of people in the libraries of EPCT Network? Aims to identify, in the view of librarians, managers, key competences for his performance in people management in the libraries of the Federal Network of Vocational Education, Science and Technology. To this end, we sought theoretical foundation in skills, core competences, people management and academic libraries. Research as to the objectives was classified as exploratory, with qualitative and quantitative approach, with data collection done by semi-structured questions (open and closed). For the environment, it is classified as a field, and the method of support of the analyzes is based on structuralist approach. The data collection instrument used was the electronic questionnaire prepared and sent through Google Docs tool. The research involved the participation of 42 librarians from various regions of Brazil, which sets up 9.56% of the total universe of research, which is 439 librarians throughout the country Data analysis and discussion of the results showed that the core competences necessary to support the practices of people management by librarians in the libraries of EPCT Network, pointed out by these professionals are: People Management, Leadership, Teamwork, Making librarianship (practices Librarian), Communication, Interpersonal Relationship, Responsibility, Vision holistic and Commitment. It was also the latent fact that most of these professionals are expert female and the management is on average 2-5 years (35%), and that most of them had experience of people management before joining Network EPCT. The skills they believe they are responsible as personal characteristic, leadership skills and technique as he thinks he has the role as a manager of people, was to respond to the demands and requests. Managerial skills that librarians apply to the exercise of employee management were, among others: know how to communicate, take responsibility, engage and be committed to the role. / A pesquisa teve como propósito identificar as competências essenciais dos bibliotecários gestores de pessoas nas bibliotecas da Rede Federal de Educação Profissional Científica e Tecnológica, buscando responder ao seguinte questionamento: quais são as competências essenciais que o bibliotecário precisa ter para assumir a função como gestor de pessoas nas bibliotecas da Rede EPCT? Teve como objetivo identificar, na visão dos bibliotecários-gestores, as competências essenciais para sua atuação na gestão de pessoas nas bibliotecas da Rede Federal de Educação Profissional, Científica e Tecnológica. Para tanto, se buscou embasamento teórico sobre competências, competências essenciais (core competences), gestão de pessoas e bibliotecas universitárias. A pesquisa, quanto aos objetivos foi classificada como exploratória, com abordagem qualiquantitativa, sendo o levantamento de dados feito mediante questões semiestruturadas (abertas e fechadas). Quanto ao ambiente, é classificada como de campo, sendo que o método de sustentação das análises se fundamenta na abordagem estruturalista. O instrumento de coleta de dados utilizado foi o questionário eletrônico, elaborado e enviado através da ferramenta Google Docs. A pesquisa contou com a participação de 42 bibliotecários de várias regiões do Brasil, o que configura 9,56% do universo total da pesquisa, que é de 439 bibliotecários em todo o País. A análise dos dados e a discussão dos resultados demonstram que as competências essenciais necessárias para subsidiar as práticas da gestão de pessoas pelos bibliotecários nas bibliotecas da Rede EPCT, apontadas por esses profissionais são: Gestão de pessoas, Liderança, Trabalho em equipe, Fazer biblioteconômico (práticas do bibliotecário), Comunicação, Relacionamento interpessoal, Responsabilidade, Visão holística e Compromisso. Também ficou latente o fato de que a maioria desses profissionais é especialista, do gênero feminino e está na gestão em média de 2 a 5 anos (35%), sendo que grande parte deles já tinham experiência de gestão de pessoas antes de entrar para Rede EPCT. As competências que eles julgam ter são: responsabilidade como característica pessoal, habilidades de liderança e, como técnica que ele julga ter na função como gestor de pessoas, foi a de responder às demandas e solicitações. As competências gerenciais que os bibliotecários aplicam no exercício da gestão de pessoas foram, entre outras: saber comunicar, assumir responsabilidades, se engajar e ser comprometido com a função.

No setor da construção civil as perspectivas gerenciais das organizações são de adaptar-se aos novos cenários e uma das formas é a de formar redes de empresas. Para formar e gerenciar redes de empresas é necessária a adequação de competências essenciais, pois organizações bem sucedidas são aquelas que demonstram desenvolver suas competências essenciais para oferecer padrão de excelência em bens e serviços. Neste trabalho são analisadas as propostas e os possíveis desdobramentos sobre o escopo compreendendo o processo de formação de redes de empresas e posteriormente é sugerida uma sistematização para identificar as competências essenciais para a formação e gerenciamento de redes de empresas da construção civil, empresas estas que possuam objetivos comuns e que mantenham a independência e individualidade para, assim, formar uma rede que permita a realização de ações conjuntas, facilitando a solução de problemas comuns e viabilizar novas oportunidades. As empresas por fim identificadas unem-se em uma rede e conseguem reduzir custos, dividir riscos, conquistar novos mercados, qualificar produtos e serviços e ter acesso à novas tecnologias. A aplicação prática do trabalho é feita através de um estudo de caso exploratório em uma obra de construção civil buscando as competências contidas nas empresas participantes para, assim, poder afirmar quais são as competências essenciais para formação da rede e quais poderão trazer benefícios à mesma ou a outras que virão a se formar. Espera-se com o resultado desta pesquisa determinar quais empresas são capazes de operar em um negócio em forma de rede de empresas, envolvendo profunda avaliação de competências essenciais, verificando se as mesmas irão garantir uma adequada sustentação competitiva nos mercados almejados. / In the civil construction, the management perspectives of organizations are to adapt to new sceneries and one of the ways is to create enterprise networks. To create and management enterprise networks it is necessary the adequation the core competence, because well succeeded organizations are those which demonstrate to develop its core competences to offer excellent standards in goods and services. In this work proposals and possible results of the issues concerning to the process of networks formation area analyzed. It is also suggest a systematization to identify core competence to the formation and management of enterprise networks in civil construction sector that have common goals and maintain the independence and individuality, to create a network that allows the accomplishment of joined actions, making the solution of common problems easier and making new opportunities feasible. These enterprises, finally identified, join themselves in a network and can reduce costs, divide risks, reach new markets, qualify products and services, and have access to new technologies. The practical application of this work is done throughout a case study which explores a civil construction task arming to identify the competence inserted in the participate enterprise, that it will be possible to affirm which the core competence to the formation of the network and which are able to bring benefits to itself and to others enterprise networks. It is intended, as a result of this research, to determine which enterprises are capable to operate in a new business, in a network configuration, involving deep evaluation of core competences and verifying if they will guarantee a competitive sustentation in desired markets.