| 摘要: | 近幾年台灣高科技產業發展迅速，尤以積體電路(Integrated circuit, IC)的表現最為亮眼。此產業具有產品生命週期短、技術密集度高、資金需求龐大、價格競爭激烈、市場變動快且風險高等特性，而其研究發展人才的素質更成為產業中最重要的競爭利器。因此，如何有效發展科技人力、培養優秀人才，並在符合經濟及科學發展之條件下，評估研發部門教育訓練之需求，以求組織整體之發展與目標，便成為人力資源管理之重要任務。
本篇論文是藉由與四家台灣北部上市的公司，以深入訪談的方式，針對目前IC產業之研發部門就教育訓練的需求評估做一深入的探討，以瞭解現今產業的實況與實際的運用，再做出理論與實務上的差異比較，進而推導出相關管理意涵的看法，期望能使各組織能建構出一套更完善的教育訓練的制度，並讓組織能達到整體的目標及落實人才多元化的培育。
就本研究針對四家公司訪談的結果得知，各個案公司針對教育訓練需求的評估做的皆不盡理想，同時皆無依理論來做為適當評估的依據。雖然個案公司都按各自組織的發展就研發部門做教育訓練需求的評估，可是卻因沒有理論的基礎及找到適當的方法而無法達到預期的效果。因此本研究根據研究的結果推導出幾點管理意涵，以期能提供業界參考。在建構需求評估時，除需有相關的配套措施外，也能關切到組織各單位及員工多元化的發展，以發揮最大的綜效。
High technology industry in Taiwan has been developing rapidly in recent years, and the most outstanding performer is the Integrated Circuit (IC) industry. This industry is characterized by short product lifecycle, high technical intensity, huge capital requirement, fierce price competition, quick market change and high risk, and the quality of its R&D personnel has also become the most important competitive advantage within the industry. As a result, how to effectively develop technical human resources and nurture outstanding human resources, and how to evaluate the training requirements of R&D departments to achieve the overall goal of organizations under the preconditions of economic feasibility and scientific development, has become an important mission for human resource management.
This study is based on in-depth interviews with four listed IC companies in northern Taiwan, focusing on the training requirement assessment for the R&D department, and comparing the difference between theory and practice. And the research also tries to deduce some management implication, according to it organization can develop a thorough training system to foster diversified personnel and achieve the overall goal.
The result of interviews found that the training requirement assessment of each company was not satisfied. Although each company assessed the training requirements of the R&D Department based on the goal of organizational development, but expected outcome still can’t be got under lacking of theory guideline and appropriate methods. Therefore, this study proposed some management guideline for the IC industry’s reference. When the training requirement assessment is constructed, not only related measures but also diverse development for units and employees in the organization should be considered, to optimize the synergy. |
