論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available
論文名稱 Title |
2018年台灣企業對於人才培訓之需求方向與人才培育在組織發展之重要性-以C協會之企業會員為例 The Need of Talents Training in Taiwanese enterprise and the Importance of Talent Cultivation in Organizational Development in 2018- A Case Study of C Association’s enterprise member |
||
系所名稱 Department |
|||
畢業學年期 Year, semester |
語文別 Language |
||
學位類別 Degree |
頁數 Number of pages |
94 |
|
研究生 Author |
|||
指導教授 Advisor |
|||
召集委員 Convenor |
|||
口試委員 Advisory Committee |
|||
口試日期 Date of Exam |
2018-05-20 |
繳交日期 Date of Submission |
2018-07-23 |
關鍵字 Keywords |
教育訓練需求、競爭優勢、組織發展、人才培育、人力資本、 Talent Cultivation, Competitive Advantage, Human Capital, Training Needs, Organizational Development |
||
統計 Statistics |
本論文已被瀏覽 5855 次,被下載 66 次 The thesis/dissertation has been browsed 5855 times, has been downloaded 66 times. |
中文摘要 |
《第一段研究議題》 本研究以台灣企業於人才培育所辦理之教育訓練需求為主要研究議題,了解台灣企業為了達成企業發展目標,其2018年度之人才培育需要哪些類型的教育訓練課程。透過相關教育訓練課程,補足並強化企業人才所欠缺的專業知識與技能,進而與組織目標連結,培養企業未來人力資本,建立組織發展之競爭優勢。 《第二段研究設計》 本計畫以C協會之企業會員為主要計畫研究對象,包含企業主與企業人資人員/主管,透過量化問卷調查之方式,了解各企業於2018年度對人才的教育訓練需求為何,如何藉由教育訓練達到人才培育之目的。本次計畫共回收386份問卷,產業類型涵蓋製造業、服務業、科技業等。 《第三段研究成果與貢獻》 透過量化問卷調查方式,了解目前台灣企業為了達到組織發展,其人才欠缺哪方面的專業知識與技能,各企業2018年人才培育所需要的教育訓練課程趨勢、主題與內容為何,進而設計更貼近企業人才培育所需的教育訓練課程,做為協會調整與增設之參考依據。並將計畫研究成果提供給台灣各企業主與人資人員參考,期望能根據企業目標,找出更適合自家企業的教育訓練課程。 |
Abstract |
《1. Research issue》 This research takes Taiwanese enterprises' training needs for talent cultivation as the main research topics to understand the types of training courses that Taiwanese enterprises need to achieve in 2018 in order to achieve their business development goals. Through relevant education and training courses, we can make up and reinforce the professional knowledge and skills that enterprises lack, and then link up with organizational goals to cultivate the future human capital of enterprises and establish the competitive advantages of organizational development. 《2. Research design》 In this project, the enterprise’s members of C Association are our main research objects of the project. They include business owners and corporate staff / supervisors. Through quantitative questionnaires, we understand how companies need to train their talents in 2018. By education and training to achieve the purpose of cultivating talents. A total of 386 questionnaires were collected in this project. The types of industries covered include manufacturing industry, service industry and science and technology industry. 《3. Research Results & Contribution》 Through the quantitative questionnaire survey, we can know the current Taiwanese enterprises' talents lack what kind of professional knowledge and skills in promoting organizational development, and the trends, topics and contents of the training courses that each enterprise needs in 2018 to nurture talents. Then designed a better training course for corporate talents cultivation as a reference for association to adjust and set class. In addition, we provide the research results of the project to Taiwan's business owners and human resources personnel for reference. Hope to find out more suitable training courses for their own businesses according to their business goals. |
目次 Table of Contents |
目 錄 論文審定書....................................................................................................................i 誌謝 .............................................................................................................................ii 摘要 ........................................................................................................................... iii Abstract .........................................................................................................................iv 目錄 ............................................................................................................................vi 圖次 ...........................................................................................................................vii 表次 ............................................................................................................................ix 第一章緒論 .................................................................................................................1 第一節研究背景與動機 .....................................................................................1 第二節研究目的 .................................................................................................2 第三節研究流程 .................................................................................................2 第四節研究範圍與限制 .....................................................................................3 第二章文獻探討 .........................................................................................................4 第一節產業專業人才需求趨勢 ...................................................................4 第二節教育訓練與組織發展之關係 ...............................................................4 第三節訓練需求評估 .......................................................................................5 第四節人力資本管理 .......................................................................................7 第五節C協會簡介............................................................................................9 第三章研究設計 .......................................................................................................11 第一節研究結構 ...............................................................................................11 第二節研究方法 .............................................................................................11 第四章實證分析 .......................................................................................................13 第一節企業基本資料之敘述性統計分析.....................................................13 第二節企業實施教育訓練之目的分析 .........................................................16 第三節企業教育訓練需求分析 .....................................................................24 第四節各產業課程需求分析.........................................................................38 第五節企業課程規劃建議分析 .....................................................................55 第六節公布調查結果 .......................................................................................61 第五章結論與建議 ...................................................................................................66 第一節結論 .......................................................................................................66 第二節建議 .......................................................................................................67 第三節管理意涵 ...............................................................................................68 參考文獻.....................................................................................................................69 附錄一、2018年企業教育訓練需求調查問卷........................................................72 附錄二、協會執行長訪談逐字稿 .............................................................................80 |
參考文獻 References |
參考文獻 一、中文部分 惠台31項吸人才 調查:逾7成企業挺育才,(2018),聯合新聞網。 經濟部工業局,2017,2017~2019年重點產業專業人才需求推估調查。 于俊傑、陳秀斐、廖珮妏、許立群,2011,以組織購併過程觀點來探討關鍵人才留任因素—以台灣金控集團個案為例,中華管理評論國際學報,第十四卷一期。 吳定,1999,公務人員訓練需求調查之研究,國立政治大學 公務人員保障暨培訓委員會委託研究,台北。 辛炳隆、李健鴻,2016,強化我國企業參與人才培訓之研究,經建會委託研究報告。 施雪切.,2014,服飾製作專業人才教育訓練評估之研究,康大學報,4,43-67。 周談輝,1993,「訓練需求調查評估」,人事月刊,17(6)。 陳薇如,2002,訓練需求評估理論與應用之研究:公務人力發展中心之個案分析,國立政治大學公共行政學系碩士論文。 葉育甄,2007,高科技產業教育訓練需求與訓練成效評估之研究-以新竹科學園區為例,中央大學企業管理學系學位論文,1-157。 趙必孝、王喻平、王振宇、陳薏心、王靚瑜 (2012). 台灣企業國際人才留任相關因素探討。台北、2012年5月。「頂新康師傅亞太管理論壇─國際人才管理研討會」。 黎守明,2000,訓練經理MANUAL 及訓練管理規程,台北:蓋登視管理顧問有限公司。 劉小鳳,2006,活動理論 應用於企業教育訓練品質的提升,品質月刊,42(1),54-55。 簡建忠,1994,績效需求評析,台北:五南。 龔明鑫,2013,提升人才跨國經驗,參與亞太崛起契機,Talent,24,28-31,[Kung, Ming-Hsin (2013). International Experiences of Boosting Manpower and the Turning Point of the Rise of Asia-Pacific. Talent, 24, 28-31.]。 二、英文 Amit, R., & Schoemaker, P.J. (1993). Strategic assets and organizational rent.Strategic management journal,14(1), 33-46. Barney, J. (1991). Firm resources and sustained competitive advantage.Journal of management,17(1), 99-120. Blanchard, P. N., Thacker, J. W., & Way, S. A. (2000). Training evaluation: perspectives and evidence from Canada. International Journal of Training and Development, 4(4), 295-304. Goldstein, I. L., 1986. Training in organizations : Needs assessment, development, and evaluation. 2 ed., Monterey, CA: Brooks/Cole.] Goldstein, I. L., 1993. Training in organizations: Needs Assessment, Development, and Evaluation. 3 ed., Wads worth Publishing. Kaplan, R. S., & Norton, D. P. (2004). Measuring the strategic readiness of intangible assets.Harvard business review,82(2), 52-63. Kor, Y. Y., & Leblebici, H. (2005).How do interdependencies among human‐capital deployment, development, and diversification strategies affect firms' financial performance?.Strategic Management Journal,26(10), 967-985. Ledford, G. E., Jr. , 1995. Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review, 27(4):55-62. McGehee, W. & Thayer, P. W., 1961. Training in Business and Industry. New York:Wiley. Milano, M. & Ullius, D., 1998. Designing powerful training: The squential-iterative model. San Francisco: Jossey-Bass. Ready, D. A., Hill, L. A., & Conger, J. A. (2008). Winning the race for talent in emerging markets.Harvard business review,86(11), 62-70. Robinson, Dana Gaines & Robinson, James C., 1989. Training for Impact. San Francisco: Jossey-Bass. Spencer Jr, L. M. & S. M. Spencer, 1993. Compentence at Work : Models for Superior Performanc. New York : John Wiley and Sons. Stewart, T. (1997). Intellectual capital. New York: Doubleday-Currency. Thite, M. (2004). Strategic positioning of HRM in knowledge-based organizations.The learning organization,11(1), 28-44. Ulrich, D., & Smallwood, N. (2004). Capitalizing on capabilities.Harvard business review, 119-128. Wernerfelt, B. (1984). A resource‐based view of the firm.Strategic management journal,5(2), 171-180. Zemke, R., 1982. Job competencies: can they help you design better training. Training, 19 (5):28-31 |
電子全文 Fulltext |
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。 論文使用權限 Thesis access permission:自定論文開放時間 user define 開放時間 Available: 校內 Campus: 已公開 available 校外 Off-campus: 已公開 available |
紙本論文 Printed copies |
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。 開放時間 available 已公開 available |
QR Code |