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研究生: 鍾汶錡
Chung, Wen-Chi
論文名稱: 企業如何透過多元招募吸引不同世代人才?
How Enterprises Attract Different Generations of Talents through Diversified Recruitment
指導教授: 陳怡靜
Chen, Yi-Ching
口試委員: 陳怡靜
Chen, Yi-Ching
胡昌亞
Hu, Chang-ya
陳淑媛
Chen, Shu-Yuan
口試日期: 2024/07/16
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系人力資源發展碩士在職專班
Department of Technology Application and Human Resource Development_Continuing Education Master's Program of Human Resource Development
論文出版年: 2024
畢業學年度: 112
語文別: 中文
論文頁數: 81
中文關鍵詞: 社群招募人才招募策略X世代Y世代Z世代
英文關鍵詞: Social Recruiting, Talent Recruitment Strategy, Generation X, Generation Y, Generation Z
DOI URL: http://doi.org/10.6345/NTNU202401347
論文種類: 代替論文:專業實務報告(專業實務類)
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  • 本研究旨在探討企業如何透過社群招募方式來吸引不同世代的人才。IBM是一家強調多元文化的公司,所以藉由不同的招募管道來吸引不同的人才,招募管道包含著104、Linkedin、公司的官方網站,及總部用於人才招募宣傳的IG,透過多元的招募管道擴大人才庫資源。本研究研究對象包括IBM的X世代(1965年至1980年出生)、Y世代(1980年代和1990年代出生)、以及Z世代(1990年代末至2010年代初出生)的全職工作者。採用個案研究方法,對IBM的員工進行訪談,針對X、Y、Z世代總共訪談17位入職兩年內的員工。研究結果發現,X世代習慣使用傳統的招募方式,如口碑推薦和人脈介紹,這反映了他們對個人關係和信任度的高度重視。相比之下,Y世代更趨向於使用專業社交平台如LinkedIn來展示個人品牌,並重視企業文化的契合度和工作彈性。而Z世代則更喜歡使用視覺導向的社交媒體平台,如Instagram和Facebook,以獲取即時的公司動態和文化信息。這些發現強調了在招募策略中,需要根據不同世代的習慣使用的招募管道和價值觀設計和調整。

    This study aims to investigate how companies attract different generations of talent through social recruiting, IBM is a company that emphasises multiculturalism, so it attracts different talents through different recruiting channels, including 104, Linkedin, the company's official website, and the IG used by the headquarters for talent recruiting publicity, to expand the talent pool resources through multiple recruiting channels. The target population of this study includes IBM's Generation X (born between 1965 and 1980), Generation Y (born in the 1980s and 1990s), and Generation Z (born between the late 1990s and early 2010s) full-time workers. A case study methodology was used to interview IBM employees, targeting Generation X, Y, and Z. A total of 17 employees within two years of joining the company were interviewed. The study found that Gen Xers are accustomed to traditional recruiting methods, such as word-of-mouth and personal referrals, reflecting the high value they place on personal relationships and trust. In contrast, Generation Y tends to use professional social platforms such as LinkedIn to showcase their personal brand, and values corporate culture fit and work flexibility. Generation Z, on the other hand, prefers to use visually orientated social media platforms such as Instagram and Facebook to get instant information on company dynamics and culture. These findings highlight the need to design and adapt recruitment strategies to the recruitment pipelines and values that different generations are accustomed to using

    中文摘要 i 英文摘要 iii 目 錄 v 表 次 vii 第一章 緒 論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 3 第三節 名詞解釋 4 第四節 研究範圍與限制 5 第二章 文獻探討 7 第一節 台灣勞動力參與率及人才招募現況 7 第二節 社群招募管道 11 第三節 不同世代對於招募管道的需求與使用 16 第三章 研究設計與實施 21 第一節 研究對象 21 第二節 個案研究方法 25 第三節 研究工具 26 第四節 資料處理與分析 30 第四章 結果與討論 31 第一節 X世代分析 33 第二節 Y世代分析 38 第三節 Z世代分析 43 第四節 綜合討論 48 第五章 結論與建議 53 第一節 結論 53 第二節 實務建議 54 第三節 研究限制與未來研究建議 56 參考文獻 59 一、中文部份 59 二、外文部份 61 附錄 70 附錄一、 逐字稿範例 71

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