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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67925

    Title: True Colors工具之研究分析 ─以O公司的客服部門為例
    Authors: 陳瑞貞;Chen,Angela
    Contributors: 人力資源管理研究所在職專班
    Keywords: 人格特質;True colors
    Date: 2015-07-08
    Issue Date: 2015-09-23 10:03:55 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 人才管理(Talent Management)是目前企業最重要的策略之一,而在招募甄選要如何找到最適合的人才,並將其安置到最適的位置,是最基本的一項,這也是人資夥伴最重要功課!
    為瞭解高科技業之個案O公司員工的人格特質與從事的工作內容,是會影響工作績效或工作滿意,以及對於個案公司自2008年起實施True Colors測試人格特質(Personality Traits)作為招募工具後,是否對於員工的離職率,個人績效及部門營業的產出有顯著影響,以整體瞭解心理測驗運用於個案公司的實施成效。特以探討True Colors是否能幫個案公司的客服部門找到適配 (P-J fit) 的人才,由於個案公司的客服部門員工比例人數佔總員工人數的63%及資料比較完整作一研究。
    因此命題一:符合工作的適配度(P-J fit)的員工其適合性越高,離職比例會較不適配的員工低;命題二:符合組織的適配度(P-O fit)的員工其適合性越高,工作績效會較不適配的員工高。
    本研究採用直接資料及對個案公司的人資主管訪談後進行資料整理及歸納。研究顯示,個案公司自導入True Colors後,客服部門員工的離職率降低、個人績效產出及部門整體的績效增高;這表示True Colors人格特質測試是有效度的,是可以篩選找到工作適配的人才。
    建議個案公司將True Colors人格特質測試工具做延伸運用於人才發展,甚至在其他的人力資源措施,如:訓練發展、留任、工作輪調等,都可以依照True Colors的結果,來做人才發展依據;並擴展至其他公司做為篩選徵才的基礎,找到工作的適配度(P-J fit)及組織的適配度(P-O fit)的員工,以增加組織的效率。

    關鍵詞: 人才管理,人格特質,人資夥伴,工作適配,組織適配
    ;“Talent Management” is one of important topics in most enterprises, thus the way to search talent in selection process is essential key success factor, and it will be the major task of HRBP to find the right person based on organization needs.
    In this study, the major purpose was to figure out the best way of selection process whether can meet the requirement of P-J fit, and the target of this study was to evaluate the selected members of Customer Department under O company by using “True Colors” that is the tool of personality traits whether can find the P-J fit employees. The percentage of Customer Department is 63% of total employees in O Company which is the major and important department, besides, the learning curve needs at least 2-3 years for those Customer Support Engineers who can independently install or handle trouble shooting that investment cost are much higher than other department members.
    There were two Proposition set to be proved the reliability and validity of “True Colors”, the first one is the turnover rate for those P-J fit employees will be lower than those non P-J fit employees, and second is the performance for those P-O fit employees will be higher than those non P-O fit employees.
    The result of this study displayed that the selection tool of “True Colors” significant influenced the turnover rate, performance of individual and department. Thereafter, recommend fully utilize this tool not only for other Human Resources Management like Training & Development, retention program, job rotation and so on; furthermore, it also can be good approaching to implement this Personal Traits as selection tool in other Branches.
    Key Words: Talent Management, Personality Traits, HRBP, P-J fit, P-O fit
    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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