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研究生: 游妙筑
YOU, MIAO-ZHU
論文名稱: 工作匹配之個案研究-以人力資源公司為例
A Case Study on Job – Matching of Human Resources Agency
指導教授: 徐美
Hsu, Mei
學位類別: 碩士
Master
系所名稱: 高階經理人企業管理碩士在職專班(EMBA)
Executive Master of Business Administration
論文出版年: 2017
畢業學年度: 105
語文別: 中文
論文頁數: 103
中文關鍵詞: 人力資源工作匹配職能匹配招聘率留任率
英文關鍵詞: Human Resources, Employability, Competence Matching, Recruitment Rate, Retention Rate
DOI URL: https://doi.org/10.6345/NTNU202202608
論文種類: 學術論文
相關次數: 點閱:139下載:0
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  • 找人才是企業長久以來關心的問題,對企業主而言,招聘人才有三大痛點第一痛點為-不匹配、第二痛點為-時間成本、第三痛點為-隱性成本。反觀台灣現況,人力市場在演化中的招聘模式與各類職能篩選工具很多。
    本研究以個案研究法,紀錄個案公司解決此人才招募痛點的方式。個案公司發展網路招募評測工具。這個評測工具是以行為面試為原型,發展出非即時的網路模擬問答。個案公司透過系統性的方法建立題庫與模組答案,並且根據候選人填答的資料,計算候選人與該職缺匹配的程度。相較於未採用此評測工具的2015年,個案公司在2016年的招募成效(報到率、留任率)都較佳。
    新的招聘模組,其實就是讓應聘主管如同盲測(不用直覺感與書面履歷面試),先就職能與匹配工具來評比候選人,再者工作模擬評測,可以預測候選人在進入組織後可能的行為,事先被拿來模擬匹配,工作後發生的事宜與狀況,顯而易見的,這樣子的優勢是傳統面試模組難以達到的效果。

    Finding the talents or intellectuals has always been the main concern of every enterprise for a long time. For the employers of a business, there are three weak links encountered during their recruitments: mismatch employability, time cost, recessive cost. On the other hand, if one determines to look precisely into the current circumstance of Taiwan, one may easily discovers that the recruiting methods and filtering instruments for all categories of competence have significantly increased during the development and transformation of the human resources market.
    This research uses case study method, to note down the means that the designated company have tried to apply so as to resolve the misery weaknesses and painful flaws towards their personnel recruiting. The company in this case study has invented an Internet evaluation tool based on a prototype of behavioral interview which eventually develops into a non-concurrent Internet simulation for Q&A implementation. Through a systematic technique, the company has set up question databases and modules or simulated answers, with which they calculate and generalize each candidate's degree of suitability towards certain positions in accordance with the filled-in information from the candidates. Compared with what they received in the year of 2015 when the evaluation tool had not yet been employed, the recruiting outcomes (including the rate of registering and retention rate) of the company in 2016 has augmented.
    The new recruitment module actually allows the supervisors or the department heads to initially evaluate and compare the competence of the applicants by the assistance of the matching tool, just as the one in a "blind test" where they interview the applicants without going through a written resume or relying on their own sense of intuition. Moreover, the evaluation of the simulation is capable of offering the interviewers to predict the possible behaviors and conducts of the candidates once they begin working in the organization. When both the simulated matches are done in advanced and the afterward matters and conditions are foreseen, it thus becomes quite obviously that the advantages produced by this cutting-edge method can accomplish certain effective results which are almost impossible for those traditional interview modules to follow.

    摘要 i Abstract ii 目錄 iii 圖目錄 iv 表目錄 v 第一章 緒論 1 1.1 研究背景 1 1.2 研究動機 3 1.3 研究目的 5 第二章 文獻探討 8 2.1 什麼是工作匹配 8 2.2 傳統的招聘方法 10 2.3 創新的招聘方法 20 第三章 研究方法 25 3.1 研究架構 25 3.2 研究對象 27 3.3 個案研究設計 27 第四章 研究結果 44 4.1 個案研究結果 44 4.2 傳統招聘的顯性成本分析 52 4.3 創新招聘的顯性成本分析 55 4.4 傳統與創新招聘的比較 57 第五章 研究結論與建議 59 5.1 個案研究的結論 59 5.2 傳統招聘方法的缺失 61 5.3 新招聘方法的好處 62 5.4 建議 65 文獻參考 68 中文部分 68 英文部分 69 附錄A 72 附錄B-T公司快遞人員2016年度招聘資料 80 附錄C-T公司快遞人員2015年度招聘資料 92

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