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研究生：	草柳理砂 Risa Kusayanagi
論文名稱：	Required Competences for High Performance Salespeopleat at Japanese High-Tech Industrial Firms in Taiwan Required Competences for High Performance Salespeopleat at Japanese High-Tech Industrial Firms in Taiwan
指導教授：	頼志樫 Lai, Chih-Chien
學位類別：	碩士 Master
系所名稱：	國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt
論文出版年：	2007
畢業學年度：	95
語文別：	英文
論文頁數：	120
英文關鍵詞：	competence, salespeople, high-tech industry, Japanese firm
論文種類：	學術論文
相關次數：	點閱：164 下載：0
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The business relationship between Taiwan and Japan is quite tight. For Taiwan, Japan is very important business partner today. Therefore, it is highly important to supply excellent human resources for Japanese firms to prove the attractiveness of Taiwan as an inventory country. In addition, as the industrial trend of Taiwan, the high-tech industry become one of the core and life line businesses so that a lot of Japanese high-tech industrial firms also has been started investing to Taiwan from 1990 till now continuously. As a result, it is urgently required to educate and provide Taiwanese who are able to fit working at Japanese high-tech firms in Taiwan. However, there are gaps between ideal employees whom the real business worlds are required and the average Taiwanese employees at the moment, especially in the position of sales. Therefore, this study inquired required competences working at Japanese high-tech industrial firms in Taiwan as salespeople in order to give useful data for Taiwanese higher educations which need to provide high performance human resources for the society and Japanese firms in Taiwan which need excellent Taiwanese salespeople to win their business. Human resource is one of the most important capitals both for the nation and the enterprises.
In this study, the interviews with Japanese managers who are engaged in high-tech related business in Taiwan were conducted to analyze required competences based on the famous competence model set by Spencer & Spencer.
As the result of the interview survey, it was revealed that highly required competences for salespeople at Japanese high-tech industrial firms in Taiwan were technical/ professional/ managerial experiences, analytical thinking, impact and influence, and flexibility. Main competences what Japanese managers feel the lack for average Taiwanese salespeople were self-control and organization commitment. Furthermore, it was revealed that required competences have been changed by the rapid globalization of Japan and Taiwan. Therefore, higher educations in Taiwan are required to educate students who can catch up with those new business streams to provide much more practical educations. And Japanese firms in Taiwan that depend on OJT would need to expand their training systems to survive in this shifting global economy.

TABLE OF CONTENTS
Abstract    I
Table of Contents    III
List of Figure    V
List ot Tables    VII
CHAPTER I INTRODUCTION    1
    Research Motivation    1
    Research Purpose    3
    Problem Statement    4
    Significance of the Study    5
    Delimitation and Limitations    6
    Definition of Terms    7
CHAPTER II LITERATURE REVIEW    9
    Business Relationships between Japan and Taiwan    9
    Taiwan as High-Tech Industrial Nation    13
    Recruitment Problems at Japanese High-Tech industrial Firms in Taiwan    21
    Higher Educations and Its Movement in Taiwan    24
    Competence from Multilateral Views    28
CHAPTER III METHODOLOGY    45
    Research Framework    45
    Research Procedure    50
    Research Method    51
    Research Subject    53
    Research Instrument    55
    Data Analysis    56
CHAPTER IV ANALYSES AND FINDINGS    59
    Introduction of Cases    59
    Analyses of Competences    74
    Findings from Comprehensively Analyses of Competences    88
    Findings from Requests for Higher Educations    91
    Findings from Requests for Corporate Trainings    94
    Findings from Other Comments for Competences    97
    Findings from Comprehensively Analyses    99
CHAPTER V CONCLUSIONS AND SUGGESTIONS    101
    Conclusions    101
    Suggestions    104
REFERENCES    107
APPENDIX A: Interview Questions in English    113
APPENDIX B: Interview Questions in Japanese    117



LIST OF FIGURES
Figure 2.1 Competence ontology by Hirata    32
Figure 2.2 Iceberg model    40
Figure 2.3 Definition of a competence by Spencer & Spencer    40
Figure 3.1 Job competence assessment process    48
Figure 3.2 Research framework    49
Figure 3.3 Procedure of this study    50
Figure 3.4 Procedure of data analysis for competences    57
Figure 4.1 Main business flowchart of firm A    67
Figure 4.2 Main business flowchart of firm B    68
Figure 4.3 Main business flowchart of firm C    69
Figure 4.4 Main business flowchart of firm D    70
Figure 4.5 Main business flowchart of firm E    71
Figure 4.6 Main business flowchart of firm F    72
Figure 4.7 Main business flowchart of firm G    73




LIST OF TABLES
Table 2.1 Invest volume and number of investment from Japan to Taiwan  10
Table 2.2 Investment volumes to Taiwan by countries from 2003 to 2005  11
Table 2.3 Top five industries by investment volumes from Japan to Taiwan in 2006  12
Table 2.4 Product volumes of ten priority emerging industries in 1992 and 2002  15
Table 2.5 Main products of ten priority emerging industries  16
Table 2.6 Top ten Taiwanese firms in terms of turnover in 2006  17
Table 2.7 Top ten Taiwanese firms in terms of net profit for 2006  18
Table 2.8 Global competitiveness of Taiwan from 2004 to 2006  19
Table 2.9 Definition of high-tech industry by OECD  20
Table 2.10 Top five job opportunities for Japanese speaking Taiwanese  21
Table 2.11 Management issues to increasing competitiveness in Asian Countries  22
Table 2.12 Strategies to achieve objectives of higher educations in Taiwan  25
Table 2.13 Number of institutions, teachers and students of higher educations in
Japanese studies  26
Table 2.14 Purposes of studying Japanese in higher educational institutes in Taiwan  27
Table 2.15 Competences by Spencer & Spencer vs. McCelland  29
Table 2.16 Most common competences by Wood and Payne  30
Table 2.17 Eight basic and twenty-nine trendy competences in Japan by Iwawaki  33
Table 2.18 Seven categories of twenty-nine trendy competences in Japan by wawaki  34
Table 2.19 Five categories of core competences adapted by Kadogata and Yahata  34
Table 2.20 Ranking of required competences in Taiwan by 104 cooperation  36
Table 2.21 Studies for the analyses of competence at high-tech industry in Taiwan  37
Table 2.22 Required competences for sales in IBM  42
Table 2.23 Generic competence model for salespeople by Spencer & Spencer  43
Table 3.1 Five types pf competence characteristics by Spencer and Spencer  46
Table 3.2 Characteristics of four qualitative research approaches  52
Table 3.3 Research subject  53
Table 3.4 Research subject for salespeople  54
Table 4.1 Information of research firms  64
Table 4.2 Information of interviewees and interview schedule  65
Table 4.3 Twenty competences based on the competence dictionary by Spencer & Spence  74
Table 4.4 Competence of achievement orientation  76
Table 4.5 Competence of helping and human service  78
Table 4.6 Competence of impact and influence  80
Table 4.7 Competence of managerial  82
Table 4.8 Competence of cognitive  83
Table 4.9 Competences of personal effectiveness  86
Table 4.10 Superiority of management in Japanese firms and Taiwanese firms  100
                                

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