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題名：科技組織人力資源核心競爭力之模糊評判
書刊名：臺大管理論叢
作者：張吉成
作者(外文)：Chang, Chi-cheng
出版日期：2008
卷期：18:2
頁次：頁105-132
主題關鍵詞：核心競爭力；多維度評核；模糊評判；General core competency；Multi-dimensional appraisal；Fuzzy assessment
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(4) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:2
  • 共同引用共同引用:6
  • 點閱點閱:24
本研究旨在以台灣一家跨國數位科技公司為例，進行人力資源共通核心競爭能力之內部評核，以及採模糊評判技術實施外部評核，以評定該企業在市場的位置。研究採用文獻分析、焦點團體法、個案研究、模糊評判等方法進行。內部評核採用自編之多維度評核問卷為研究工具，實施員工、主管、部屬、同儕等之線上自評與他評。57位員工問卷分析之結果，作為凝聚組織向心力、改善團隊運作效能、以及發展員工協助方案之重要參考。外部評核之實施，配合專家訂定指標權重值進行模糊評判運算。最後獲得綜合評價進而判定該企業人力資源競爭力在該產業中之市場位置，俾作為企業經營之參考。
The purpose of this study was to perform an internal assessment of general core competency in an international technological organization, using a digital technological company in Taiwan as a case study. The fuzzy assessment technique was used to assess external assessment of the company in market position. The research method used include: literature analysis, focus group, case study, and the fuzzy assessment. The key points regarding internal assessment that will be addressed include: Dissecting the case study in order to evaluate its system of assessing the core competency and performance of its employees, and developing a multi-purpose on-line questionnaire as a tool for evaluating. The desired outcome of internal assessment is improvement of a team's operational efficiency and effectiveness, through the development of an assistance program for employees. The second step of external assessment was performed through the application of the fuzzy assessment technique. And addressed the weight of assessment indicators with the external experts, and then performed the operation of fuzzy assessment. Acquiring the synthetic appraisal on general core competency of human resource finally and further deciding the market position of the competition for human resource for reference.
期刊論文
1.李隆盛(200304)。工程與技術學院學生的核心能力。技術及職業教育，74，2-8。  延伸查詢new window
2.Draganidis, F.、Mentzas, G.(2006)。Competency Based Management: A Review of Systems and Approaches。Information Management & Computer Security，14(1)，51-64。  new window
3.Saaty, T. L.(1987)。Risk--Its Priority and Probability: The Analytic Hierarchy Process。Risk Analysis，7(2)，159-172。  new window
4.林文政、鄧國宏、劉麗華(20060900)。影響銀行主管管理職能評鑑認知因素的探索研究。中山管理評論，14(3)，713-750。new window  延伸查詢new window
5.Johnson, J. W.(2001)。The Relative Importance of Task and Contextual Performance Dimensions to Supervisor Judgments of Overall Performance。Journal of Applied Psychology，86(5)，984-996。  new window
6.Saaty, Thomas L.(1977)。A scaling method for priorities in hierarchical structure。Journal of Mathematical Psychology，15(3)，234-281。  new window
7.Mirabile, R. J.(1997)。Everything You Wanted to Know about Competency Modeling。Training and development，51(8)，73-77。  new window
8.陳勝聰、洪榮昭、吳局振(1998)。臺灣地區大專畢業生工作能力發展之研究。技術及職業教育學報，1(1)，55-68。  延伸查詢new window
9.Friedlob, G. T.、Schleifer, L. F.(1999)。Fuzzy Logic: Application for Audit Risk and Uncertainty。Managerial Auditing Journal，14(3)，12-13。  new window
10.Bergenhenegouwen, G. J.、Ten Horn, H. F. K.、Mooijman, E. A. M.(1996)。Competence Development - A Challenge for HRM Professionals: Core Competences of Organizations as Guidelines for the Development of Employees。Journal of European Industrial Training，20(9)，29-35。  new window
11.Klir, G. J.、Harmanec, D.(1996)。Generalized Information Theory。Journal of Kybernetes，25(7/ 8)，50-67。  new window
12.Crossan, M.、Guatto, T.(1996)。Organizational Learning Research Profile。Journal of Organizational Change Management，9(1)，107-112。  new window
研究報告
1.常昭鳴(2006)。管理成熟度。0。  延伸查詢new window
圖書
1.李麗貞(1996)。商用統計學。商用統計學。臺北：曉園出版社。  延伸查詢new window
2.Jackson, S. E.、Schuler, R. S.(2003)。Managing Human Resources - Through Strategic Partnerships。Cincinnati, OH：Thomson Learning。  new window
3.Saaty, T. L.(1998)。The Analytic Hierarchy Process: Planning, Priority Setting, Resource Allocation。New York：McGraw-Hill International Book Co.。  new window
4.Stewart, D. W.、Shamdasani, P. N.(1990)。Focus Groups: Theory and Practice。London：Sage Publications。  new window
5.Spencer, L. M. Jr.、Spencer, S. M.(1993)。Competence at work: Model for superior performance。New York：John Wiley & Sons。  new window
6.George, Darren、Mallery, Paul(2003)。SPSS for Windows Step by Step: A Simple Guide and Reference, 11.0 Update。Allyn & Bacon。  new window
7.Bacal, R.(2004)。Manager's Guide to Performance Reviews。Manager's Guide to Performance Reviews。New York, NY。  new window
8.Williams, C.(2006)。Effective Management。Effective Management。Mason, OH。  new window
9.楊朝安(2006)。人力派遣。人力派遣。臺北。  延伸查詢new window
10.許士軍(2004)。洞悉84則管理新語。洞悉84則管理新語。臺北市。  延伸查詢new window
11.何新貴(1998)。模糊知識處理的理論與技術。模糊知識處理的理論與技術。北京。  延伸查詢new window
其他
1.Bowden, J. A.(2006)。Competency-based Education - Neither a Panacea nor a Pariah，0。  new window
2.安徽醫科大學(2006)。模糊綜合評價技術，0。  延伸查詢new window
3.ABET(2006)。Accreditation Policy and Procedure Manual - Effective for Evaluations during the 2006-2007 Accreditation Cycle，0。  new window
4.AICPA(2006)。AICPA Core Competency Framework for Entry into the Accounting Profession (Framework)，0。  new window
5.ASTD(2004)。ASTD Competency Study，0。  new window
6.黑幼龍(2003)。具備核心能力的人不會被淘汰，0。  延伸查詢new window
7.MSBDC(2006)。360° Performance Evaluation，0。  new window
8.SERVE Leaders Institute(1998)。Developing Leadership and Management Competencies，0。  new window
9.Wolfe, I. S.(2006)。360 Degree Feedback: Mistakes Managers Make and How to Avoid Them，0。  new window
 
 
 
 
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