資訊服務業導入儲備幹部訓練班對於人才招募與訓練之研究 : 以Z公司為例

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Title:	資訊服務業導入儲備幹部訓練班對於人才招募與訓練之研究 : 以Z公司為例
Other Titles:	The adoption of the management associate (MA) program in recruiting and training human resource for information service industry : a case study of the Z company
Authors:	曹文瓊;Chao, Wen-chiung
Contributors:	淡江大學國際企業學系碩士在職專班林江峰
Keywords:	資訊服務業;儲備幹部;招募;訓練;Information Service Industry;Management Associate (MA);Recruiting;Training
Date:	2011
Issue Date:	2011-12-28 17:52:40 (UTC+8)
Abstract:	儘管現今失業率居高不下，企業卻經常大嘆人才難找、留才不易，因此，在戰略同質化、知識資本化、工作人性化、人才競爭化的時代背景下，企業無不竭盡心力，透過多元化的人力資源管理策略來吸引並留住人才。儲備幹部是社會新鮮人最嚮往且最適當的職位，本研究運用質性研究之文獻分析及個案研究，探討已導入儲備幹部訓練班多年之Z資訊服務公司導入現況與成效，以提供企業未來計劃推行或改善現有儲備幹部訓練班之參考。本研究結果發現，從個案公司之規劃與儲備幹部訓練班之實際運作中，歸納出企業在這個人才爭霸戰的時代中，求才與留才的策略可透過儲備幹部集訓模式：一、快速招募與訓練新人；二、大量招募，較容易發現合適的人才；三、同儕壓力，提升學習的效果；四、強化人才實力，培養企業接班人；五、新人受訓後，對於工作滿意度較高，任職穩定度也相對提高；六、集中訓練效益高；七、透過培訓的過程，結合知識管理與知識庫的建立，提升企業競爭力；八、開放MA書面答問，創造部門間的學習與交流管道；九、經營效益倍數成長。研究者期望本研究能對於在人才競爭市場上位於較弱勢的台灣中小企業，帶來實務與學術上的輔助與參考。 Despite the current high unemployment rate，employers still have a hard time finding and keeping qualified candidates。In an era of strategies homogenized，knowledge capitalized, work humanized with competitiveness among qualified candidates，companies strives to attract and retain talent through diverse human resource management strategies。 Management Associate is the most sought-after and suitable position for recent graduates。To serve as a reference for Taiwanese small and medium-sized enterprises planning to implement or improve their current management associate training course，this study uses qualitative literary analysis and case study methods to investigate present situation and results at Company Z，a Taiwanese information services company which has been conducting a management associate training course for years for small and medium-sized companies。 From the scheme and operation of the case company''s management associate training courses that have been put into practice，the study sums up how a management associate training course helps companies seek and keep talent in this highly competitive environment：1. quick recruitment and training of new employees；2. recruitment in large quantities increases the possibility of finding suitable candidates；3. peer pressure increases learning effectiveness；4. strengthened skills help cultivate future successors；5. new recruits are more satisfied with their job post-training and in turn are more likely to stay；6. group training is more efficient；7. knowledge management and a knowledge warehouse is built through the training progress, increasing the company''s competitive advantage；8. an MA（Management Associate） Q&A writing channel should be provided to serve as a platform for learning and interaction between departments；9. operational benefits grow exponentially。 The researcher hopes that this study will serve as a practical and academic aid and reference for Taiwanese small and medium-sized companies who are at a relatively disadvantaged position in finding and keeping talents。
Appears in Collections:	[Graduate Institute & Department of International Business] Thesis

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