為了增加競爭力，管理顧問公司紛紛推出具公平性之測驗系統，然而，綜觀文獻可發現研究多著眼於幫助公司量身打造建立一套職能模式，卻鮮少對其預測效度進行更進一步地驗證，使得模式的有效性備受質疑，因此，本研究著重在實證此個案之管理顧問公司職能測驗系統的有效性。
本研究採問卷方式作業，將「關鍵職能評量」測驗表給該部門每一位員工填寫，並且將主管評核表由該部門主管填寫，將結果對照後即可藉此觀察出此系統是否可以有效的檢測出該職位所需的職能，若是不一致則找出其中的原因，加以分析並作檢討後，提出可改善之方針。
結果顯示，修正前關鍵職能評量量表的準確度為53.85％，而修正後其準確度達到了84.62％，在本文最後，則針對個案公司及後續研究提出相關的建議。

Nowadays, management consulting companies often develop fairness assessment system in order to increase the competitive power. However, survey all the research, we can discover that the study often focus on how to establish a model of competency, which is customized the company, but there are seldom research that evaluate the validity of forecast. It would cause people question the validity of competence model. Therefore, we try to focus on evaluate the validity of competence model that the case company we cooperate.
The research use questionnaire way to work, we take the “key competence assessment” to the staff and the rating sheet to the manager, the staff and the manager are in the same department. After result comparison, we can observe that whether the competence model can forecast the ability that the work should be or not, if not, we try to find the reason and correct it, and bring up our suggestion.
In the result, the degree of accuracy in key competence assessment is 53.85％ before the revision. After the revision, the degree of accuracy in key competence assessment up to 84.62％. Finally, we attempt to supply some suggestions to the case company and future research.

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