淡江大學機構典藏:Item 987654321/33323
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    題名: 臺灣IC設計業如何吸引研發人才
    其他題名: Attracting research talents of the IC design industry in Taiwan
    台灣IC設計業如何吸引研發人才
    作者: 劉雲昇;Liu, Yun-sheng
    貢獻者: 淡江大學管理科學研究所企業經營碩士在職專班
    李培齊;Lii, Peirchyi
    日期: 2005
    上傳時間: 2010-01-11 03:53:38 (UTC+8)
    摘要: 在十九世紀，企業的資產是土地、廠房、工具機械及設備的有形資產。二十世紀，企業漸漸察覺到人是企業資產的核心；在二十世紀末，替企業帶來主要收益的是無形的人力資源、知識運用才是產生最大產值的關鍵，於是「人才」成為企業首要的競爭力。對於台灣IC設計業而言，擁有70%以上的研發工程師，如何吸引優秀研發人才加入，更是項重要的課題。本研究由價值觀為出發點，找出研發工程師於選擇公司時所重視的工作價值觀，進而找出其優先順序，提供學術界與企業界參考。將工作價值觀歸類如下：
    一、 經濟報酬： 薪資、股票、獎金、分紅。
    二、 安全需求： 工作保障、工作福利、退休金、工會、離職金、保險、公司產品。
    三、 知識與理解需求：學習型環境、專業技術訓練。
    四、 尊重需求： 身分、職位、表揚、權力、聲望、好的公司形象。
    五、 社會互動： 主管領導風格、同事的關係、與上司關係、在正式與非正式團體中成員間的關係。
    六、 生活方式： 休閒健康、交通取向、審美需求。
    七、 自我實現： 個人成長與發展、潛能充分發揮、成就感、利他主義、人生意義。
    經由個案訪談分析結果為：無經驗工程師較重視知識與理解需求、社會互動、自我實現，資深工程師較重視經濟報酬、安全需求、自我實現的工作價值觀。故企業若可配合員工所重視的工作價值觀進行改進，應可吸引較多的優秀工程師加入，為企業追求更多的利潤。
    In 19th century, “property” to an enterprise stands for tangible items, thus, land, plants, machineries and equipments. In the 20th century, enterprise gradually aware the importance of “human” takes in enterprise’s competence. It becomes clearer in the end of 20th century that, factors make enterprise profitable are human resource and knowledge management. Eventually these made “Human” becomes enterprise’s core competence. In the nearly 70% of personnel are design oriented people environment of IT design industry, “how to encourage quality engineer onboard” is needless to emphasize its importance.
    This research is studied base on the concept of value, researcher tries to gather target design engineers’ concept of value which influence them on selecting ideal enterprise to work in. By giving those factors a series of importance, researcher wishes to give enterprise a thesis allowing employers to realize factors make employees to decide whether to join the enterprise or not. These factors are:
    A. Economic returns: salary, stocks, bond, bonus, incentive plan.
    B. Safety need: working right protection, welfare, pension, union, repatriation fee, insurance, company products.
    C. Knowledge and comprehensive inquiries: surrounding, skill training.
    D. Esteem need: identity, position, recognition, authority, prestige, good company image.
    E. Social need: superior’s leadership, associates, supervisory relations, relationships among official and non-official organizations.
    F. Way of life: leisure, health, transportation, esthetics.
    G. Self-actualization: individual growth and development, utilization of potential skill, achievement、altruism、meaning of life.
    Analysis through case studies are: Junior engineers believe knowledge and comprehensive inquiries, social need, self-actualization are more important to them. Senior engineers feel the economic returns, safety need and s self-actualization are more meaningful to them. Therefore, it may possible to encourage more quality engineers onboard when enterprise realizes the importance of these factors to employees and willing to cope to. Eventually, it may end up with a better profit to enterprise.
    顯示於類別:[管理科學學系暨研究所] 學位論文

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