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|Keywords: ||效標關聯度;CPAS職業適性測驗;工作績效;Criterion-related Validity;CPAS career personal aptitude system;job performance|
|Issue Date: ||2014-04-02 14:48:44 (UTC+8)|
|Abstract: ||Walker (1980)認為「人力資源規劃」是在變動的環境下，分析組織的人力資源需求，並發展必要活動以滿足這些需求的過程。為因應組織策略通常會產生人力需求，要達成需求其中一個重要的管道為招募與甄選。Knight (1999)也指出當企業雇用、發展並保留最佳人才時，人力資本的價值即增加。故對企業來說不只要滿足人力需求，也需進一步甄選合適的人才並使其發揮最大的工作效益，以期達到公司的預期目標。|
關鍵字：效標關聯度、CPAS職業適性測驗、工作績效; Walker（1980） thought “Human Resource Planning，HRP” is a process which fulfills the requirements under the changeable environment for analyzing the human resource of organization and developing to a necessary activity. The requirement of manpower is usually result from the organization strategy and cause the demand of recruiting and one of the important way is recruiting and selection. Knight（1999）proposed when the enterprise recruit and develop talent to retain the best talent, the value of human capital is increasing immediately. Therefore, for the enterprise which is not only to fulfill the requirement of manpower, but also to select the proper talent to exert the maximum of working efficiency and expect to reach the expected purpose.
The individual company expects to help the requirement of the employer to understand interviewees' characters and select the proper talent by the Career Personality Aptitude System. However, since the case has been conducting this system for 3 years, it hasn't proved the connection between the career personality aptitude system and job performance. Therefore, to choose the tool of personality test to be the Career Personality Aptitude System for the case study, in order to probe the connection between the valuation tool and job performance. Besides, verifying the connection between the evaluation tool of the Criterion-related Validity to promote the accuracy on recruiting and further to promote the organization performance.
The objects are the staffs who have been working at the sale department for 3 years in the individual company and to choose 150 staffs totally to conduct this questionnaire. The changeable items are based on the average performance from 2010 to 2011. Through the regression and other related analysis to find out that if the career aptitude to operation is higher, the job performance is better. If the mobility is higher, the job performance is worse. What are opposite to our expectation and other career aptitude characters don't have the ability for expecting the job performance.
Since this test of 12-personality characters or career aptitude could be the reference of selection, the connection and information with which is insufficient. Otherwise, the design of question is easy to be simulated by applicants who would be easy to operate the result of the test for entering the case of company. Therefore, to suggest the individual company doesn't only apply the career aptitude system to be the tool for selection. If the individual case still insists on applying this system, to suggest the human resource department must combine the conduct structure interview to promote the efficiency of interview. In addition, improve the interview manager's professionalism by training to decrease the career aptitude system to be the only tool for selection.
Key word: Criterion-related Validity、CPAS career personal aptitude system、job performance.
|Appears in Collections:||[人力資源管理研究所碩士在職專班 ] 博碩士論文|
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