2.從主管認知角度而言，電話催收派遣人員，係較為重視情感型構面、人格特質型構面及健康型構面之人力資本。即主管重視其成員間的合作程度、具備高度積極與主動性、面對壓力時情緒穩定的程度、員工對組織之認同、願意高度接受企業目標及價值及高度為組織投入高程度地努力，故組織應致力於要求、培養員工保持理性及友好之態度。 In order to achieve the target of profit maximization and cost minimization, organizations employ the dispatched workers to increase the flexibility of human resources. In recent years, the proportion of telephone dispatches has been increasing in financial industry. It will be in charge of this study is to explore the dimensions of human capital measurement from the cognition of executive perspective. We use the human capital measurement dimension scale developed by Han and Chen (2006) and utilize the questionnaire survey procedure to the executive of banks and the interviewer of human intermediaries company to collect data. This study exercises descriptive statistics and independent samples T-test to verify the hypothesis, the conclusions of this study are as follows: 1.From the cognition of executive perspective, they put more emphasis on capacity-based and motive-based dimensions of the human capital measurement for telephone marketing dispatches. It means that telephone marketing dispatches should have a strong working motivation, maintain a high degree of mutual learning and high morale to work so that they will work hard and enhance their job satisfaction. 2.From the cognition of executive perspective, they put more emphasis on emotion-based, personality-based, and health-based dimensions of the human capital measurement for telephone collection dispatches. The executives stress telephone collection dispatches’ cooperation with their colleague, motivation, emotional stability, organizational identification, willing to accept a high degree of business goals and values, and input for the organization. Therefore, organizations should require and nurture their staffs to maintain a rational and friendly attitude.