組織人事技能資料庫之設計-以HR部門為例

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10828

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10828

Title:	組織人事技能資料庫之設計-以HR部門為例
Authors:	田子龍;Zi-Lung Tien
Contributors:	人力資源管理研究所
Keywords:	技能資料庫;訓練需求分析;工作分析;Job analysis;Training needs analysis;Skill inventory
Date:	2006-06-14
Issue Date:	2009-09-22 14:07:47 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	企業在21世紀所面臨的環境快速的轉變。同樣地，也逐漸地轉以人才來當作競爭優勢的來源，人才無疑是企業內部最重要的資產。而企業若能迅速的掌握內部員工的技能水準，就能夠在越短的時間內找出合適的專業能力與特殊經驗來因應環境變動所造成的人才短缺的問題。而要能夠迅速的掌握員工的知識、技能，便有賴於公司技能資料庫的建立。同時，也能夠讓企業檢視自己的能力以利於日後發展的策略。本研究包含了整個資料庫的需求定義、外部設計與內部設計，從資料表的設計、資料流程圖、資料字典的定義、ER關聯圖與系統功能的設計。主要的功能在協助員工了解自己與其他人知識、技術與能力上的差異，以及提供員工在規劃轉調工作前知道努力增加以及改善的地方，讓員工能夠按圖索驥指引方向。對於主管也能夠了解部門內的員工在某一些知識、技術或是能力水準上有多少人需要做改善，進而去協助個人訓練需求的分析。最後藉由技能資料庫的建立與運用，可讓原先普遍由訓練者主導的訓練需求分析，提供另一個層次讓員工個人有依據的提出與自身工作相關的訓練需求，也更能符合自己規劃的方向，來充實與備齊所需要的知識、技術與能力。 With rapid change in 21st century, organizations are no more competing against their products and markets. Instead, they view the talents as the most important resources within organizations. However, if organizations can know well about what kinds of skill their staffs should have and which skill level they are, the manager can fill in the vacancies because of the change of economic environment in a very short time. In order to procure this goal, it depends on the built up of organizational skill inventory which can help organizations review their capabilities and help make developmental strategies in the future. This research includes the definition of need about this database、external design、internal design. It contains the design of data tables, data flow diagrams and data dictionary、ER model and the functions. The main function is to help staffs to know the difference in knowledge、skills and abilities compared with the others. Also it can help staffs about their career development plans, and to guide the way they can go. For the managers, it helps them know how many people need to improve their KSA and help the analysis of individuals. By the setting up of skill inventory of HR department, the key actors or factors of training needs analysis can make individuals to address their training needs about the lack of their KSA. It can make it no more rely only on the trainer (i.e. individual also can find out what they need to be trained to improve their performance, or to take some training program for the future career plans.)
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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